A reply that never fails to make me question why the opinion of the individual, their own voice, their ideas and innovations, has been removed. What’s the reason? Is it corporate brainwashing or, more relevant, that individual’s fear of change.
If it’s fear of change, do these individuals believe that ALL change gives rise to ‘more work for them’ because they have to be involved in a change of process, or use a new system, or restructure so have to take on additional workload. I wonder what their thoughts would have been at the invention of the wheel but we’ve ALWAYS walked), or the computer (but we’ve ALWAYS hand-written everything)
Like growing up, growing old and paying tax – change is an inevitable thing and as a change agent I feel it’s my job to help support the physical change but also feel it’s my duty to help the change the mindset; help ease the worries of change within the community involved and those outside of it. I even apply my skills in my personal life.
About 5 years ago, my Nan had her first introduction to change – routine was her mainstay, she loved her processes. The family purchased her a DVD recorder to replace her old VHS (that’s a tape player for anyone born after 1990 – Google it if you need to). For decades, she had recorded her soaps over and over again on VHS tapes; she had loads of tapes, all neatly labelled and catalogued going back to the days of who killed Dirty Den (the first time). As you can imagine, she wasn’t keen on the idea; she had concerns and confusion over how a simple disc (that’s she more used to listening to music on) will hold ALL of her soaps, and her process was changing. She feared she would have to do MORE work learning a new process so she can record to a disc. I took the time to explain to her; to show her; to coach her through – and she’s never looked back!
Experience like this has taught me that although change is inevitable, people’s engagement of it isn’t instant. Sometimes the business value of change is overshadowed by the individual’s apprehension. That’s why I know it’s critical to understand the thoughts and feeling of stakeholders impacted. In my Nan’s case, she learnt that her VHS tapes were now ‘unsupported’ technology. In business, change could be anything. Change should be about making people’s lives better, making systems more efficient, growing the business; but not at the expense of people’s engagement and understanding as a result which is why I always ensure time is dedicated to communication, understanding and support.
I often ask stakeholders “If you would set how it was to ‘always be done’ now; what would that look like? What would that feel like now?” It starts a great conversation about things that aren’t working and how this could be improved. By the end of the conversation they realise they are inviting change, they are being innovative, and I’m proud to assist them in making that change.
Final thoughts:
– Change is inevitable but people’s support isn’t
– Understanding the engagement needs of stakeholders is key to implementing a successful change
– My Nan has a few more DVD’s now and continues to record her soaps to this day (at 78!), proving anyone, given the right support, responds to change
Between us as CLDP Ltd. we’ll be writing blogs on lots of different topics so we’d really value your thoughts and opinions – get in touch by posting below.