In our world, many are scared of change. Many wants to keep their routine, their comfort zone. Many does not really understand change… yet many wants a good life without noticing that change is an essential part of desire.
People has simply forgotten that change is a constant part of our world… that it is needed for growth.
In the business arena, conditions within and outside most organizations are perpetually changing. It follows, therefore, that the way work is organized and accomplished must change periodically to cope with the changing conditions.
These changes can be in equipment, work methods, rules, control practices, job design, lines of communication or authority or any other aspect of our work area.
To be a Change Master, Leaders must often initiate change and lead the way for others to follow. However, in spite of the intentions, implementation is often not easy as people tend to resist change.
- Self-Interest. People fear that change will cause them to lose something they once had. Examples could be rights, power or even access to resources.
- Misunderstanding and Lack of Trust. A change starts as a visitor in the mind of its sponsor. If people don’t trust that individual, they will suspect that he or she has hidden and harmful motives for proposing change.
- Different Assessments. When people view a problem from different perspectives, they will perceive different causes and cures for it.
- Low Tolerance for Change. People sometimes resist change because they fear they will be unable to handle the new conditions competently. They also may resist breaking up comfortable social relations with co-workers.
Now, how can we then overcome resistance to change?
For self-interest… explain that the loss they believe that they would have is actually a gain. As their load was altered, they now have a chance to even focus and perform better in other areas… yet their position of authority remains.
For misunderstanding and lack of trust… clarity is of utmost importance. This means providing as much necessary information as possible about the change and the reasons for it.
For different assessments… this happens when there is lack of necessary information, thereby affecting clarity. So, give the information and… allow the people who will be affected by the change to participate in deciding what needs to be done and how to implement the changes.
For low tolerance for change… help people adjust to the new conditions by making the change as comfortable as possible… if necessary, negotiate with them so they feel somewhat compensated for what is to be lost due to change. And always try to consider “cherished social arrangements” within the organization before deciding.
As a parting shot, Change comes with some risks… but as a Master of Change, it should be well calculated risks without losing sight of objectives. And although change should be done as comfortable as possible – change should come with certainty and firmness.
To be a Change Master… that evolution should start from within focusing on proactiveness and innovativeness… always analyzing the situation, knowing the environment, and understanding the trends.