Welcome to the TTA Community. TTA Connect is where you can manage and update your profile, search, and view opportunities, manage your work, track payments, and more.
TTA is the largest provider of Learning and Development talent. Companies of all sizes partner with us to be a cost-effective, scalable, and strategic extension of their team.
Change is everywhere. In today’s world, we face rapid change in society and the workplace. For example, technology is constantly evolving, corporate hierarchies are frequently being reshaped, and job processes and procedures are always shifting. For survival, individuals and organizations must continuously adapt and look for ways to manage change.
In this article, we will explore the change cycle and key factors individuals and organizations can use to manage change successfully.
Change is any new situation such as a new job, a new manager, a new process/procedure or on a personal level, moving to a new home, getting married, or having a new baby.
Change is about doing things differently, seeing things in a new way, adjusting to surprises, and adapting to new ideas.
It is human nature to resist change and want to protect what is familiar.
Key points about change include:
Once we understand why we find change so threatening, we can begin to accept and manage change for ourselves and for others. Managers and leaders can have a powerful effect on how employees react to the threat of change, either positively or negatively. How we approach change can have a ripple effect that reverberates for months or even years.
When preparing to adapt to change, it is helpful to analyze the change cycle. This process details three transitions or stages that each of us goes through when adjusting to change and coming to terms with the new situation that has come about because of the change. The transitions are not optional; we must all go through those three stages if we want to make the change stick.
Endings: There is an Endings stage, where we let go of something known and dependable. Not acknowledging an ending makes it difficult to move forward. People may not want to acknowledge endings, but they usually agree on the stress and confusion that they often feel during this time.
Intellectually, we may know we have to accept a change, but emotionally, we may still resist it. Change can sometimes be perceived as exciting, stimulating, and motivating by some people. But for most people, change is seen as a loss because we are letting go of a cherished thing just to grasp on to another and it can produce fear and anxiety in many people.
Neutral: There is a Neutral zone, where we hang in mid-air, without any orientation to the past or the future. Here you will want to find anchors, arrange temporary structures, and explore the other side of change, particularly its positive aspects. People in this stage may have a strong need for support from others. Major transitions can unleash powerful conflicting forces in people.
It is crucial to not avoid the neutral zone experience. The neutral zone is often treated like a busy street to be crossed as quickly as possible. However, it is important to take the time to complete endings and integrate new patterns. Most organizations (and many people) skip transitions and jump right into new beginnings.
Beginnings: Finally, there is the Beginnings phase, where we plunge headlong into something unknown – our own future. This stage is to be filled with renewed enthusiasm and a new direction.
Organizations think about beginnings long before people do and there is often conflict between organizational motivation and adoption and the critical mass to actually make it happen. At this stage, people need inspiring leadership (vision and purpose) rather than pushing management (goals and plans).
People react differently to change as described in the following categories:
Changes are adopted at different rates in organizations. The Innovators try things first, followed by the Early Adopters. These are the people you need to get on board first. Focus your efforts on them, not the Diehards. Some people are never able to change, and you cannot spend valuable time on them.
When 5% of the people in a group adopt a change, the change is embedded. When 20% adopt it, the change is unstoppable. So, get the Innovators and Early Adopters on board and the success of your change is assured.
If you find yourself in the middle of a situation that involves significant change for you and others, and you are responsible for shepherding others through this change, the following factors are important to consider for a smooth transition.
On a scale of 1-10 (where 1 is poor and 10 is excellent), how would you rate your willingness and ability to manage change for yourself? For others? If your score is lower than a 7, what can you do differently to become more effective?
Change is not easy. Many people do not cope with it naturally, but we can learn techniques to help us cope better. If we practice being positive, focused, flexible, organized, and proactive we learn to be more resilient, and change becomes easier to manage and accept.
Your email address will not be published. Required fields are marked *
Save my name, email, and website in this browser for the next time I comment.