Change management can be quite the rollercoaster, and reactions to change differ between each individual. We sometimes need to find the pause button long enough to ensure we're responding to change, rather than reacting to the emotions it generates. Can you see yourself or your team mates in these reactions to change?
Skepticism
The moment “change” is whispered, it’s like a bat signal for skeptics everywhere, summoning an instant chorus of “doom experts” with an opinion to share. Skepticism often greets new ideas. But, skeptics provide valuable insights – so, challenge accepted: let’s collaborate and turn doubt into opportunity!
Downplaying
When you’re told, “Oh, this change won’t affect you much,” but then, surprise! Everything around you starts flipping dramatically. It’s important to set realistic expectations and prepare adequately for the effects of change, rather than downplaying its impact. Recognising and addressing the real challenges and emotions people face can lead to more effective and resilient change management strategies.
Feelings First
Reactions to change vary widely. From excitement and readiness to apprehension and uncertainty. This diversity in response is perfectly normal, and acknowledging our genuine feelings towards change is the first step to managing it effectively. By embracing our initial reactions, we open the door to a more inclusive and understanding approach to change management. Recognising and validating these feelings not only makes the path to change smoother but also enriches the experience for everyone involved, fostering an environment where all perspectives are heard and valued.
Nike
Telling employees to “just do it” with change is like handing someone a Rubik’s Cube and saying, “Just solve it!” without showing them how. It’s expecting them to figure out a complex puzzle without any guidance or support, leading to frustration and confusion. Contrast that with the engagement and input you receive when you include, empower, and prepare your team for change.
The Email Mirage
We’ve all been there, or at least we've all worked there. That moment of realisation when someone thought firing off a single email would miraculously kickstart change, only to find themselves in need of an actual change management strategy. Lesson learned: Change doesn’t fit neatly into an inbox!
Responses versus Reactions to Change
You could say that while project management focusses on the ‘what’ and ‘when,’ change management delves into the ‘who’ and ‘why.’ This is a subtler approach that requires time to build trust; to understand reactions and the hearts and minds behind them, and develop appropriate responses to change. At Agencia Change we believe that understanding change impacts is the core of great change management as it prepares the organisation to move past individual reactions and craft a reasoned, collaborative response to the changes needed for organisational growth.
For support with your next change initiative, contact Agencia Change.
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