There is nothing permanent except change
Effectively Manage Change
A conductor working on busy Indian roads retired after a service period of 35 years. Getting bored sitting at home, he decided to take up a simple job nearby, which would keep him occupied as well as bring in some income. Fortunately, a shopkeeper nearby was looking out for an account keeper for his business, for which the conductor happily volunteered.
The next day, when the owner of the business walked in, he was shocked to see that there sat a small boy near the table shaking it as the conductor wrote the accounts. When questioned, the conductor replied, “I am used to writing on moving the bus. I found it quite difficult to write sitting on this still table. Hence, I asked the boy to shake the table so that I can write without trouble”.
Change in the working environment is not easy for everyone. We stick to our old ways of doing things, even if that is not the easy or right way to do it.
Why is it so hard to adapt to Effectively managing change? Though it is inevitable in every aspect of our life, it is not always easy to Effectively manage change. We try to hold on to our comfort zones even if they are not comfortable for the sake of familiarity.
Sometimes it is within us and challenges us, whereas, at other times, we are faced with external changes that impact our lives. The challenge is blown out of proportion when it is not in our control, and we have not initiated it.
Change can take place due to personal upheavals as well as due to political factors, economic sways, changing social trends, and advancement of technology and science. One of the biggest challenges people faced in the 20th century was the introduction of computers and the internet in workplaces. It also gave rise to the term technophobia, which means the individual suffers from fear or dislike or electronic gadgets, especially computers. People with apprehensions to accepting evolution in technology were left behind and also lost their jobs because of their failure to manage it.
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There is always underlying fear and apprehension regarding administrative or technological set up in an organization since employees or even the management relate it to the reduction or complete elimination of their role. This leads to employees coming up with strong resistance strategies to stop Effectively manage change.
Achievers and leaders are the people who are not different from regular people, but what makes them stand apart is their exceptional ability to welcome it with open arms. It is not the excitement or adventure of Effectively manage the change that attracts such people, but their belief in adaptability and management of change that helps them overcome the fear, apprehensions, and resistance to it.
Changes take place in organizations constantly due to either internal or external factors. It is not always welcome by employees, particularly when the change has been initiated by the higher authorities with expectations that are to be met by the employees.
What are the important steps we can take to manage it taking place in our organization without being affected by it negatively but use it as stepping stones for success?
Rules and Principles that help in Effectively managing change management
Let us explore 10 rules and principles that help in Effectively manage change management.
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Step Out Of the Comfort Zone
Employees in an organization tend to hold on to the age-old symbols, formalities, language, and values that give them a sense of continuity and stability in the workplace. This creates a comfort zone for them over a period of time. They are driven by fear and apprehensions when the change takes place, which may require them to step out of this comfy place.
Though we all love and hold on to comfort, discomfort is a very important part of any success story. There may be just a few people in this world who have succeeded by staying inside their comfort zone and never took risks. We have to step out of our comfort zone and challenge ourselves to be ready for the change because it is nothing but transformation and progress.
We have to overcome our fear of discomfort, which keeps us bound to the comfort zone. Though this sounds easy, it is tough to be there and do it; but a strong resolution will see us go through with flying colors. Make every challenge a learning experience to acquire new skills and knowledge.
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Understand the Cause Behind the Change
There is always a reason, cause, and purpose for every Effectively manage to change that takes in an organization. Often resistance and reluctance to change comes when the team doesn’t understand the purpose or cause of the Effectively manage change. Once we know why the change is being implemented, it may be well received and accepted.
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We should put in some effort to understand why the organization is opting for the Effectively manage change without being biased in our view. Most changes are implemented to make things better, though the organization may sometimes have to bring about a change for its own benefits like saving costs or increasing profit, which may not be beneficial to the employee. Whatever the reason behind the change, it is always good to have a transparent, unbiased, non-judgmental view of the change and the cause behind it.
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Build Future Vision Around the Change
Bernard Shaw said, “Progress is impossible without Effectively managing change, and those who cannot change their minds cannot change anything”. Change your attitude and resistance towards change; instead, build your future vision around it taking place in your organization.
Our organization is going to have a facelift with the change taking place and will definitely look different. Most of the changes bring in improvement in the working environment, with benefits equally distributed among the employees, organization, and customers. The full impact of it will take some time to happen; hence, we have to be prepared for challenges in the early stages.
When we build our bright vision of the future around the change, it helps us cope with early setbacks and challenges without being frustrated or irritated. We should help our team to see our vision to motivate and inspire them. A highly inspired and motivated team makes the Effectively manage change, however challenging, less problematic.
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Be Informed
With Effectively managing change comes confusion and doubts. Be informed about the strategies, plans, and steps of change that is going to take place over a period of time. Being informed will make us feel we are in the driver’s seat, which is good even when the ride is rough.
Information can be shared and collected through reports, memos, group presentations, or individual discussions. We should not hesitate to ask questions to gather information, and neither hesitate to share the information with those looking for it.
Have every detail it worked out so that there will be a clear idea about the implications it will have on everyday work schedule. With the information on hand, we can be better equipped to deal with the issues arising from it.
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Communicate Doubts and Fears
The organization and top-level management committee may have no idea about the doubts and fears that inhibit the minds of their employees. Since they clearly understand the cause, they are sure that it is necessary and have a vision of a bright future; they can expect the same from other team members. It is our duty to communicate our doubts and fears so that we can solicit their input and feedback for reassurance.
A question and answer session between employees and Effectively manage change implementation committee would be a great idea to have transparency and clear out doubts and fear surrounding the change. We should be specific with our questions instead of throwing clues, giving hints or using vague language.
If doubts and fears are left to lurk, they will give rise to rumors and gossips, further fuelling the already present confusion.
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Be Involved
The best part of Effectively managing change would be when we are actively involved with the process taking place in our organization. Being a part of the implementation and design team for the change will help us have clarity about the facts and step by step procedure of how things are going to take place.
By being a passive receiver, we will lose a lifetime opportunity of being a decision-maker and active participant in the transformation, which may leave an impact for years to come. With our experience in the organization, we can give beneficial inputs to the team.
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Being involved and participating in the manage how to effectively manage the change process will also help us feel like initiators of the change rather than being victims of unwanted change. More than the situation itself, it is our own attitude that makes a lot of difference to our career development along with the change taking place. So let us change our passive attitude to an active one and get involved with how to effectively manage change.
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Don’t Quit
It is not everyone’s cup of tea to face the challenge instead of quitting and running away. Change becomes overwhelming if it requires employees to adopt a completely new way of functioning or learn a previously unknown skill set. Many of us tend to quit and avoid the challenge rather taking it as a chance to become better-equipped employees. This became quite obvious when computers were introduced into workplaces for data storage. It scared the old timers who were used to bookkeeping into quitting. But, in a few years, there was no job where they could work without using computers. Those who made an effort to learn the new skill made huge progress, and those who quit suffered losses.
We have to remember that winners never quit, and quitters never win. All we have to do believe in the cause, have faith in ourselves, be dedicated and never think of quitting. So often people have realized that the new skill or method of performance is way much better than their previous way of functioning. Change is here for a reason; that is to make things better than it previously was. Perseverance and tenacity will see to it that we will adapt to the demands of how to effectively manage change and become smarter employees.
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Be Committed
Our dedication, commitment to the organization and trust is tested in times when change is initiated as a part of the cost reduction initiative. We may have to work extra hours for lesser pay, but we will become a valued employee for our organization for standing by them in tough times.
A commitment of the employees is the backbone of any organization. No company can make progress or bring about how to effectively manage change without trustworthy and dedicated employees. Since we are part of an organization, we grow as the organization grows. There may be tough times when change is implemented, but it can show progress for the company as a whole.
By standing by our organization, we can set an example for those who don’t have the self-reliance or experience to face hard times and hold out for the rewards of success.
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Overcome Fear Of Failure
When we do not have enough trust in our own competencies, we fear failure in our performance, especially when there is a change taking place in the organization. No one enjoys coming out as incompetent or stupid, and this leads to resistance to change.
To hide their fear of their own skill being obsolete or not good enough for the new change taking place, employees often show resistance, become skeptic about the success of the change or just quit. Let us not allow our irrational fears or limited vision from preventing us from making progress.
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Own Responsibility
Let us not wait there in the shadows being skeptical about the change taking place or doubting about its success. Let us take the opportunity to unleash the leader in us who is willing to accept responsibility for making change happen, and make it a huge success as well.
Let us identify the problems that may have become barriers to the change so that we can take the right initiatives to overcome them in time. Instead of making this problem our chance to oppose or resist how to effectively manage change, let us craft solutions for problems like employees resisting change, lack of knowledge or training required in the human resource, inadequate equipment or resources, which is essential for how to effectively manage change.
With the right support, in no time, we will be celebrating our success of the change implementation while dreaming of bigger changes for our organization in the future.
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