By Lou Quinto
Executive Coach and Speaker
Everyone has heard the phrase, “change is constant.” But yet when we are faced with change our first reaction is to cringe or loudly object. Why is that?
The reason for the reaction is because change indicates – more times than not – that we are going to lose something. It can be something as simple as just losing the comfort of doing your job the way in which you are accustomed. We are creatures of habit and don’t like forces which make us step outside our comfort zone. Most organizations implement change in a way that is perceived as cleaning out a basement. They get rid of things. This makes implementing change both personally – and in an organization – painful. And, the slower you take to actually implement change, the more painful it is because people cling to the false hope that in the end everything will remain the same.
In order to succeed change must occur, and often. The world is not standing still. Once successful and prosperous companies that did not embrace change have gone the way of the dinosaur. One does not need to look any further than Kodak. My children do not – and will not – know what a “Kodak Moment” is. Their Kodak Moments are now “Instagram Moments.”
Every smart business person understands that what worked last year, probably won’t work this year. If you’re still running your business, managing your staff or just doing your job using a “2008 Play Book” or strategic plan you will lose… and fast! Look at companies like, Google, Amazon, Facebook and Twitter. They are reacting and changing at breakneck speed, and winning.
During your next meeting listen for the two phrases which shout that your organization and the people in it are not readily accepting of change and entrenched in doing business they way they always have. Those phrases are; “That’s not the way we do things here” and, “We have never done it that way before.” Be brave and shout back, “Why not?” Don’t cling to techniques, methods, management practices or product lines (see Kodak) that are “comfortable” because they were successful at one time.
In the future… Tomorrow… when implementing changes, consider the following in order to move through the rough patches and get back on solid footing.
1. Expect Emotion: Leaders are typically very good at planning the structural side of change, but ignore the people side. Realize that the brain’s natural response is to view change as a threat. People need time to accept change, so acknowledge their feelings by hearing them out. Give them time to mourn.
2. Validate Concerns: When team members share concerns, our natural response is to counter these concerns with how we plan to overcome them. This can be perceived as you are not listening. Instead, spend time acknowledging the legitimacy of the concerns before offering ideas for moving forward or the benefits of changing.
3. Don’t Expect Immediate Results: We often say there is a “learning curve” associated with any change. What we fail to acknowledge is that the curve always trends downward before finally showing the promise of a performance enhancement. Embrace discomfort and allow time for temporary failure. Otherwise, people may mistake the performance drop as a sign that the change was a bad idea. Improvement takes time. Be on the lookout for even the smallest successes and celebrate them to show progress.
Lou Quinto has been working with companies and their associates internationally for over the past 25 years primarily in the area of critical thinking and communication skills. He is a Master Coach and Keynote Speaker for Action Management Associates in Plano, TX and a Senior Consultant on the Leadership and Organizational Effectiveness team for Executive Development Associates in Oklahoma City, OK. You can read more of his insights on his blog Metacognition or you can contact him firstname.lastname@example.org. Originally from New Jersey, today Lou resides in Indianapolis, IN.