Through the years I have come to realize that most of the emphasis on organization change initiatives is on the event.
We want to achieve the event, which many consider think in terms of a goal. To achieve this goal, we put plans in place to transition, but even these plans maintain a more generalized organization focus instead of considering individual perspectives, beliefs and reactions about the change, and how to help people with different responses transition smoothly, especially when their reaction is not in alignment with the change.
For those of us who are not completely on-board with a given change, we face the potential to be labeled by those who are. If we are resistant to the change, we are considered trouble-makers. If we are distressed by the change, we are whiners, and if we’re not enthusiastic about the change, we are slackers.
Guiding individuals through transition and change has become my passion, because I believe that a successful change and smooth transition is dependent upon a clearer understanding of individual reactions; their underlying reasons, and how to move beyond those reactions to a place where transition is easier and change can happen.
It is with this perspective that I bring to you this week’s theme. We’ll first take a closer look at the personal side of change, then we’ll explore the different reactions and associated needs each of us typically experiences within a given change.
I will be using as my foundation a model I created a number of years ago, called the View Finder Perspectives Model.
This model has been discussed in previous posts, but in the expanded context of when multiple people have different reactions to the same change (click here to read more about this application applied to an example, and here for a general overview of the multiple perspective context).
The personal side of change is often overlooked, and in some cases, discounted as unimportant. Yet I believe it is the personal components that can make or break a change effort, whether a personal change, or an organizational one.
I hope you’ll join me for this week’s theme, and, please, chime in with your thoughts and perspectives, whether they are reinforcing or offer a different point-of-view.
It is my hope to have a conversation about the different ways we think about and experience change, so please join in and let’s get that conversation started!
About the Author
Megan Rounds, Ed.D. is owner and principle perculator of perculcha, llc.
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