Change is everywhere – some are more visible and others are subtle. Change is hard on the employees. Not everyone reacts the same way and its important for organizations to manage how change is communicated. Different people react differently to change. Some accept it immediately while others take time or are on the fence. Some might just be against it.
Its important to manage and support these different reactions. Change leaders will help with this. Find employees who are for the change. Provide them with the information they need so they can then help their colleagues or others to see the things they are seeing about the change. When people first hear about the change they want information. Information on why change is happening? Everyone deserves a chance to know why? Once they accept the reasons they need support. This is where the change leaders can help. Provide the change leaders with empowerment so they can help with successful transition.
Change leaders are not managers just people who have the passion for things they do and are more open to changes.]]>
This is an old quote that has always intrigued me and in today’s world it is the new reality. Competition, economic conditions and doing more with less are a few reasons why change is more visible and wide spread than it was a couple of years ago. Customers demand more and want quality. Organization push their employees to do more, faster and deliver with quality. Change is not easy. Its not easy for the people demanding the change nor is it easy for the people who have to adapt to the change. What ever be the reason behind the change we are all equally responsible for making it work or at least trying to make it work. We all need to be change agents or change leaders.
There are two types of changes – evolution and revolution.
Evolution (aka adaptation) – This happens slowly within an organization. This evolves over time and is not easily noticeable. With these changes the language and culture changes over time.
Revolution (aka reconstruction) – This is usually dramatic changes and can happen at multiple levels simultaneously. Some examples are business realignment or reorganizations.
Going back to change leaders. This is a term I love. Change leaders are not managers. They can be anyone in the organization who can help lead the change. They are like swans. They take turns when flying, they encourage each other and they lead. Leaders are not managers. Change leaders enable, inspire and engage their team to be successful. In my next post I will talk about how changers influence and work to help organizations. How it is important to have them on your side.]]>