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Posts Tagged ‘change management’
Monday, January 23rd, 2012
Do you recall the classic nursery rhyme The Itsy, Bitsy Spider?
The itsy, bitsy spider went up the water spout. Down came the rain and washed the spider out. Out came the sun and dried up all the rain and the spider went up the spout again.
The spider adapted to its changing environment and whether we realize it or not, we too are constantly adapting in an ever changing environment. At times the change may be simple and we won’t give it a second thought. Other times, it can seem like an unattainable feat, even painful causing us to resist with all we have. However, if we learn to see the big picture, strategically adjust and adapt to our environment, the change may benefit us more than we know.
In September 2011, extreme flooding in Pakistan destroyed or damaged 1.2 million houses and covered 4.5 million acres (1.8 million hectares) leaving 300,000 people homeless. This flood coupled with one of Pakistan’s worst flooding disasters in 2010 left 800,000 Pakistani families without permanent shelter. These floods not only displaced people but forced other creatures to look for safety elsewhere.
When the ground dwelling spiders could no longer survive in the ground, they moved above the flood waters into the neighboring trees. By adapting to and subsisting in trees, the anthropoid not only saved its own species but improved the environment for other inhabitants as well. Because of the excessive stagnant water, there were concerns about Malaria-carrying mosquitoes. However, many of these Malaria-carrying mosquitoes were caught in the spider webs that covered the trees, reducing the number of expected cases of illness.
What can we learn from these spiders and the trees they cocooned? As I see it, at least three things.
1. It is a given that our world will change, sometimes drastically. Prepare for change by being strategically aware of the changing environments and conditions around you. You never know where or when you will need to find another course of action.
2. Don’t resist and become a victim of change. Everyone has the ability to change and adapt. The spiders simply moved up into the trees and began building.
3. Finally, look for the benefits to change. If we move past the stage of denial and resistance, we can begin see the silver lining and positive sign of change.
As Charles Darwin once said, “It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change.”
Pictures courtesy of Department of International Development:
 
Tags: adapting to change, change management, dealing with change
Posted in change management, organizational change, strategy | No Comments »
Monday, December 20th, 2010
The only constant in life is change. Change may happen slowly or quickly, may be visible or hidden, and can be self initiated or thrust upon us. Some people are motivated by change—change agents. Others are more cautious and too fragmented “reactive,” but eventually respond. Still others fight it. Change may create fear when it causes people to move out of their familiar and efficient “comfort zone.” This leads to resistance.
Resistance to change is normal. Don’t think of resistance as something to be eliminated, rather look at resistance as something people need to work through with a coach or someone they can talk to. On the positive side, resistance protects us from mistakes, bad decisions, or things we don’t what to happen. On the negative side, it can paralyze us, cause us to miss opportunities, and create irrational perspectives about change. The best way to address it is to surface the resistance, explore it, see possibilities, and work through it intermittently with a controlled pace.
Frequently change is perceived as unpleasant and disruptive, and therefore avoided. However, change is neither good nor bad. It is both a neutral and a completely natural process. People can choose to focus on the benefits of change and accept the work to achieve them (positive outlook); or focus on the losses, complain, and worry (the negative outlook).
There are four basic emotional experiences associated with change:
(1) Contentment: a lack of urgency or felt need to change,
(2) Denial: renouncing, reject and delaying the inevitable,
(3) Chaos: confusion and inability to adapt,
(4) Renewal: committing to something new and seeing the payoffs.
When change unfolds, we have different levels of control over. The first level is sometimes referred to as our sphere of control (we are in the driver’s seat). The second is called our sphere of influence (we only have enough power to possibly modify the situation). The third level is where we have little control (only be able to control our outlook, emotions, attitudes, or learning).
Change will occur at many levels. It can appear within ourselves, in our relationships with others, in our work processes or operations, in the way we organize, and in our strategy, direction or goals. All of this change affects people in different ways. It can be both exciting and frightening at the same time. As an individual leader of yourself or others, awareness is the key, how people are managing change. Keep an open mind and accept others who may be feeling stuck, trapped, or hurt by change. Open up a dialogue and gain an accurate perspective of change.
Tags: adapting to change, adaption, change management, help embrace the change
Posted in change management, organizational change | No Comments »
Wednesday, June 17th, 2009
“Change is never complete, and change never ceases. Nothing is ever quite finished with; it may always begin over again. And nothing is quite new; it was always somehow anticipated or prepared for” (C.S. Lewis).
 Change is everywhere, and change in the work environment is usually a given. Many individuals experience the effects of change when they begin working for a new supervisor. This necessary change may come about due to downsizing in the company, moving to a new position, being promoted, or a number of other scenarios. With change come adjustments and modifications.
Perhaps one of the more difficult adjustments is the emotional impact – you must leave some and join others. Having changed managers over 15 times, I can tell you change never gets any easier.
I keep reminding myself that there are many benefits to change – new opportunities, new adventures, more accountability, more control, exposure to different management styles, new learning opportunities.Change can be daunting, but as “change never ceases” and as “it may always begin over again,” I have found some ways that have worked for me, in which to make the best of these opportunities. I suggest them to you now:
• Ask questions – the more you understand, the more likely you are to succeed.
• Engage in conversation. Conversation is your ability to truly influence others.
• Make your customer think, and give them time to think with silence.
• Build your credibility with third party support.
• Work projects; it gives you a better sense of accomplishment.
• Make other people heroes – things always have a way of coming back to you.
• Focus on your talents and leverage your strengths.
• Remember why you go to work every day.
• Put your family first. I have always found this to be my greatest support during times of change and adjustment.
• Keep a fire in your belly to succeed. Much can be accomplished with a positive attitude and a desire to thrive.
• Have fun, have fun, have fun! Change can actually be fun.
• Bear in mind, leadership isn’t a destination, it is a lifetime pursuit.
• Have a mentor. Much may be learned by those you admire.
• Be a mentor. Many may learn from you, and you may find you still pick up a thing or two.
“Change is inevitable, except from a vending machine” (Robert C. Gallagher).
“The world is round and the place which may seem like the end may also be the beginning (Ivy Baker Priest).
Tags: adaptation, C.S. Lewis, change management, character, CS lewis, leadership
Posted in change management, character | No Comments »
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