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Personal story. Mr. Bartender and I live in a neighborhood with some construction occurring behind our home. When the development began, we decided to we’d wait to see what the final result looks like before making any major decisions / changes to our backyard. I’m sure our neighbors think we’re making a giant mistake, but we don’t need to make a change only to must make one other change once the development is finished.
Sometimes this happens at work as well. Organizations know they should make a change, so that they do … after which discover they should make a second change. Which is frustrating because they frolicked and resources making the primary change. Now they have to spend more time and more resources making a second change. In the event that they had only waited a bit of longer, possibly they might have only had to administer one change.
While we will’t predict the long run, I feel it’s secure to say that it would involve change. Once we’re presented with upcoming changes, it could make some sense to take a moment to guage if this transformation must be handled immediately or it could actually wait a bit of while. Perhaps see how others are coping with the change for some creative inspiration. Listed here are a few previous HR Bartender articles coping with this exact topic – managing the timeline for change.
Change Management Thrives When We Take Time to Stop
While change will all the time be a component of our lives, we don’t must all the time be in a relentless state of change. Or no less than not be in a relentless state of major change. As individuals, having just a few moments to stop, breathe, and rejoice our success could be precisely the motivation we want to tackle the following big change coming our way.
Change Management: Pause to Reflect Before Taking the First Step
Remember Lewin’s change model? It has three steps: Unfreeze, Change, Refreeze. To me, that first step – unfreeze – is difficult. We’re letting go of something. It is perhaps a policy or procedure that we knew tips on how to do without hesitation. Or making the choice to go away our employer or team. Or possibly not doing business with a specific company any longer. Take time to reflect and process what’s happening before “unfreezing”. It could make the change process easier.
If we manage change well, not only could it take less time and fewer resources, but employees might embrace the change faster. For instance, have you ever ever worked with a company that processes change quickly and does a poor job of it? People don’t embrace their change straight away because “it’s only a matter of time and so they’ll change it again”. And sure enough, they do.
Managing change well applies in each our skilled and private lives. We cannot avoid essential and required changes. We can ask good questions on the timeline for implementing change and include that in our change management process. Ultimately, after we manage change well, it becomes sustainable – whether that’s in our personal or skilled lives. Isn’t that what we’re on the lookout for? Sustainable change.
Image captured by Sharlyn Lauby while exploring the streets of Fort Lauderdale, FL
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