The biggest reactions I see in clients facing change are fear and eroded confidence. We could debate that the notion that lack of confidence fuels the fear, but really, what does it matter? The fact is that change brings out two emotions we’d all rather keep under wraps.
When a major shift is staring you in the face, you can either run for the hills, face it head on or take a step back and assess what it’ll take for you to understand it, know it, accept it and embrace it?
Tons has been written, researched and TedTalk’ed about change. So, bear with me as I give you a slightly different way to approach it.
We can learn a lot from corporate change management practices. These are designed to mitigate the discomfort and maximize success of large transformation initiatives. There are variations in change management models, but what they share is a structured and intentional approach. It starts with knowing the “why” of the change and turning that into a compelling story. It ends with measuring the success of and sustaining the new reality.
- Make the case for change
- Identify resources
- Build champion coalitions
- Scope the change
- Communicate the message
- Assess the cultural landscape
- Prepare for the unexpected
- Face resistance
- Sustain the change
Knowing this planned approach is used for wholesale corporate shifts, what if I say, “In order to manage what’s coming ahead, what if you take this structured and intentional approach to your impending change?” It’s likely you’d say “huh?”
And you’d be right to be quizzical. After all, we so often wait until things happen and then react. Think about the last time major change happened to you and the amount of energy you gave away by facing it without a game plan? And let me guess – the resulting experience brought up fear and a strip off your confidence?
So let’s tackle this by applying what the OD (Organizational Development) experts do for wholesale change in companies. Let’s say you switch positions within the same company. You know it’s coming. Your not convinced it’ll be successful even though senior management is behind your transfer.
Let’s follow the change management best practices above to set you up for change success:
- Making the case for change – get clear on why you’ve been chosen for a new position. What expertise or attitude makes you the choice? Does it make sense? Do you even want the position? If not, ask senior management for more information. At the end of the day, you have to own the why.
- Identifying resources – what do you need to make the shift and be a success? This can be anything from bringing your administrative support along with you, to a closer parking spot (no harm in asking)
- Building champion coalitions – Figure out who in senior management is gunning for this change. Think of them as your new mentor(s) and keep them close for support down the line.
- Scoping the change – Is this a long-term assignment? Does it come with specific deliverables etc.?
- Communicating the message – What is your self-talk telling you? Is it giving you red flags? Do you need to ask for more information? Pay attention and keep asking questions to get to the bottom of any hesitation.
- Assessing the cultural landscape – Does this opportunity align with your vision, values, ethics and beliefs? Will the position be a “good fit”?
- Listening – Avoid making assumptions by paying attention to how this change will play out for others (family, co-workers, executive etc.).
- Preparing for the unexpected – How will you protect yourself against what you don’t know yet?
- Facing resistance – Listen to your own intuition and let it guide you safely forward – even if it means turning the position down.
- Sustaining the change – How will you know when this has been a successful transition? What will that look like?
You’re on the path toward change. You’ve prepared, anticipated and asked the right questions. You’ve turned the unknowns into concrete information. Little is being left to chance. So how is your fear level now? Do you feel ready to step up? If not, go back to the best practices list and look for gaps or niggly bits that still don’t make sense.
For most of us, change isn’t a picnic. But it is part of life and sometimes we don’t have a lot of choice but to move with it. The point here is not to reach 100% buy-in; it’s to do the best preparation possible to set yourself up for success.
And if you need help, reach out to me at eveofchange.