I discovered at a recent course on Change Management techniques for organizations that really, change doesn't bother me as much as some. Change for me provides challenge, excitement and diversity. With no change, things stagnate. That being said, change in and of itself can be a dangerous endeavor! Don't I know it! Our Prof asked us to examine significant changes we have undergone professionally and personally. To examine similarities and differences. Then as the day progressed we learned the stages of change and were able to identify why they perhaps succeeded or failed. It was a course that came at a time of great significance in my personal and professional life.
The prof made a comment (almost like he had read my previous blog, synchonicity) and spoke on how we operate among clusters of people, and our own energy attracts others into these clusters for a variety of reasons. Often, it is the closest of relationships where you will see a balance being established between change resister and change promoter. Hmmmm though I. Too true.
I recognized my own part as being an advocate of change, but also that I am often a catalyst for change in others. I see so much opportunity in people, and when they hear me, and actually let the belief sink in I have seen people take that and move on to a new direction. THe hopeless do-gooder in me just wants people to get what they deserve and need. To find their own equilibrium and happy place. As I search for mine. Their success in turn motivates me to continue on.
Basically, change is broken into 6 stages... ironically I can take any major event and objectively examine it and identify what occurred in each phase. It is these steps that point out where we need to be open, and where the train derails!
1. Loss - recognize a change is afoot. What does it all mean to me. Very confused.
2. Doubt- why do I have to go thru this? Can't it be avoided?
3. Discomfort - impacts of the changes are being felt. Can sense the path, but no clarity. It is at this stage that most changes de-rail. people give up because it is too difficult or seems insurmountable. Most unproductive phase.
4. Discovery- You start to see changes in a new light. Clarity is coming. Anticipation is building and the possibilities emerge.
5. Understanding- You 'get' the change. It's need. How you fit in. How your role will go from here. Confidence is building, productivity returns.
6. Integration- Satisfaction with the change. You are focused forward and change that occurred is not consideration as you have mastered it.
Amazingly enough? This occurs to corporate re-structures, job role changes, or even personal events like divorce. Incredible. We imagine changes, we then implement them, but we must realize the true impacts and take the time to go back and evaluate that change. When change is implemented but never reviewed, it seldom is successful. To which, I agree.
We need to "Be the change you wish to see" as said by Gandhi. How true. Do not just wish or imagine. Don't be a woulda coulda shoulda. Sometimes the cost of standing still is far, greater than the cost of change. Yet the fear of change keeps people inert, unable to move, and the toll grows. Once again, what he said was like a smack between the eyes!
I am certainly not in a state of inertia... I am at Stage 3 in my personal life, the most dangerous. I have gotten over the hump and at Stage 4 professionally. Physically, my move has now reached Stage 5.... I will follow where that takes me.
And I leave with a quote from Peter Drucker, the father or Change Management studies... "The best way to predict the future is to create it".
