Why Do You Think The Way You Think About Change?

Why Do You Think The Way You Think About Change?

As you read through most of the advice, commentary and points of view about change, the common element is that ‘it is hard’, WHY?

I mean why this pervasive perspective. A perspective that limits our innate ability to absorb and learn from what life deals out and grow with every experience?  We have and are in fact crippling our minds with this view. How can we reverse this perspective and begin to build one another up and make work, life and relationships more meaningful. Do you recall anyone telling you that learning is freedom? That being in a place of unknowing is in fact where you learn and develop the most. So why do we cringe and shy away from new environments, new experiences and people, places and things unfamiliar to us. A learned behavior to be sure.

So how do we begin to arrest this limiting brain exercise and exchange it for one that is more inquisitive, explorative and seeks out how to create, develop and produce the results we desire? No, this is not a self-help, motivational, rara session. Although self-help is what most of us desire, an industry where $11.2 Billion dollars is spent on self-development and those that, to coin a phrase, have their own, go forth with alacrity towards the challenges they must face. And isn’t that what we are really addressing here. Life’s challenges, whether on the job, with the family or emotions within each one of us, we must seek out the resources to call upon when needed and, dear I say it…make that change. Sorry Mick’y.

The way to begin adjusting your thinking is to WANT to. Secondly, identify and anchor your BENEFITS of the intended change in perspective with something you value intrinsically. Third step is to begin to place yourself in the right environment and be realistic with your timeline as to when you can honestly expect a noticeable change from your current thinking to one moving you into a state you desire. In many cases you will have to revisit a previous step in order to anchor the new behavior. One fundamental issue you will face is the pre-conditioning you have learned and the noise in your head challenging you in reaching your objective. For business use the ADKAR model from Prosci is an effective tool.

Remind yourself one thing. You did not get to where you are overnight. It will take your focused, concentrated energy to redirect your behavior and realize this, you can always fall back into a state of knowing before you hardwire yourself to the new thinking you desire.

Resistance to change in a firm is compounded due to the sudden, none inclusive manner in which most employees find themselves in when firms merge, adapt new systems and processes and or bring on new management without the consideration of the employees roll in the new order of things. Most employees wish to be a part of the company they work with. Given a chance they would contribute in meaningful ways to improve, support and add value to how the end client is treated. The repeated industrial mentality towards one another, supervisors and managers are treated no differently, will cause companies to lose valuable ‘data’ and degrees of efficiency.

Due to this pervasively negative perspective towards change, the knowledge that lies within each employee and what it can mean for the company would be lost. Worst yet passive resistance will cause the percentage of use of a new process to hover around 35%, draining additional resource. Should the sponsor and the stakeholders wish to access this potential while having all parties moving in the same direction then at least begin with engaging the employee before the change is in process and by doing so you will unwittingly begin to embrace their social, cultural and theological forces that will drive your initiative to the highest possible level of success.

13 Actionable Steps to Engage Change Successfully

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