Change ChangeIf nobody likes change, why don't we change it?
We hear it all the time - "nobody likes change"
And yet, if we were to tell you that you are going to have your work hours reduced by 20% but still get paid the same amount per year - would you still dislike change? If we told you that you have an opportunity to swap your current car for the car of your dreams - at no cost - would you still dislike change? How about if you were able to spend an extra four weeks every year on holiday and that your boss would pick up the tab - would you still dislike change?
While these scenarios are unlikely to happen, they do underline a theory that we subscribe to ... it's not the change that people dislike, it is the way in which change is delivered.
Often without notice. Often without a clear picture of the benefits of the change. Often without explanation. Often without clarity. Often without engagement. Often without care or compassion for the affected people (yes, people - not stakeholders).
So, if our theory holds true - that people don't necessarily mind change, just the way that change is managed - then surely it is time to change change.
Here some things we think will help improve change management significantly:
- Change the organisational mindset from what we should be doing to what we could be doing
- Give people a real opportunity to influence the change not be unwillingly swept away by it.
- Move away from communication and towards engagement
- Talk more about benefits and outcomes and less about impact
- Consider the impact on people and not on stakeholders
- Focus more on the outcomes and less on the process and methodology
If you agree that change needs to change and you are not sure where to start with your organisation, we think we can help - please get in touch to schedule a no-obligation conversation. Please visit our Calendar page to choose a suitable date and time.