Changing How We View Change
Change is an inevitable part of life and business. However, in business, people tend to fight change, much like the body fights a virus. It’s uncomfortable, they don’t know why it is occurring and they simply want to make it go away. To foster a positive response to change, it's crucial to begin by challenging the fickle nature of people’s relationship with it.
The Paradox of Change: Personal vs. Professional
Change isn’t new. It has always been a part of our lives. Whether it's moving homes, learning new skills, or undergoing physical growth. We don't typically view these experiences as negative changes but as essential steps in our evolution and maturation. For instance, consider riding a bike, driving, going to college, or getting married. These significant changes are accompanied by challenges, effort, and adjustment, yet they are embraced as part of growing up. Sometimes we are the ones pushing for change, even providing justified reasoning for it. You never hear anyone say, "Change?! No thank you!!” when voluntarily changing the paint colors in their home, despite the effort, cost, and disruption. Yet, when it comes to business, this same mindset is often missing.
We also naturally adapt to changes that occur outside of our control, such as seasonal and weather changes. For example, as the weather shifts from summer to winter, we adapt our clothing, travel plans, driving style, and even our grocery shopping patterns. We don't resist these changes; instead, we adjust our behaviors to accommodate them. This adaptability in our personal lives should translate to how we approach change in business, but again, it often doesn’t.
As mentioned, change in the professional sphere is frequently met with resistance. So why such a big disparity? Fear of the unknown, lack of understanding, and the comfort of existing processes are the largest contributing factors. So how can we change that?
The Importance of Understanding and Belief
Reframing the word “change” in our organizations to something less intimidating like, “evolving” or “adapting”, can help ease concerns and foster acceptance. However, that alone will not yield the desired results.
The reason we accept, adapt to and even initiate change in our personal lives is because we believe the results will be worth it. This belief in the value of the end result is what motivates us to undertake the necessary work to achieve it. Vacations, relocations, new jobs, cars and houses—they all need to be worth it, or at least we have to believe they are, or we wouldn't pursue them. Similarly, as with any meaningful change, the destination must be worth the journey for employees to commit to it.
People are more likely to embrace change when they understand its purpose and believe in its value. Involving individuals in the "why" behind the change can inspire them to not only participate, but also actively support and contribute to the transformation. This is because they understand its importance and how they can individually impact the outcome. They also feel valued because you’ve entrusted them with this important initiative and requested their help to accomplish it. This is how you transition from overcoming resistance and fear to harnessing the power of belief.
Consider the bald eagle, which undergoes a painful, 150-day process to renew its feathers, beak, and talons to ensure survival. Similarly, Tiger Woods, at the peak of his career, repeatedly changed his swing to maintain longevity and success. These examples highlight the importance of understanding the necessity of change, and moreover believing that its benefits are worth the effort.
Key elements for establishing a growth-friendly culture within your company:
Communicate the Why: Clearly articulate the reasons for the change and how it aligns with the organization’s and individual’s goals/values.
Involve Employees in the Process: Engage employees in discussions about the change, seeking their input and addressing their concerns.
Showcase Benefits: Highlight the potential benefits of the change for the organization and the employees, creating a compelling vision of the future state.
Provide Support and Training: Offer resources and training to help employees adapt to the change and build their confidence in the new processes.
Celebrate Proof Points: Measure and celebrate validating proof points/wins during and post implementation of the change.
Normalize Change: Get your teams accustomed to and comfortable with dynamic change, so they can nimbly navigate future changes as needed.
Change is a constant in both personal and professional spheres. Much like when skateboarding, you don’t just hop on, give the ground a few kicks, and skate perfectly straight from there forward. You constantly adjust to changes in terrain, speed, balance, direction, and the surrounding environment. This is the mindset you are looking to instill in your teams. Flexibility, nimbleness, and adaptability.
By clarifying the purpose and involving people in the process, organizations can transform resistance to change into acceptance and enthusiasm. Introducing change as an opportunity for growth and evolution can further keep teams excited and more open to it in the future. The greatest rewards are waiting on the other side of your comfort zone! Help your teams navigate the fear and enjoy the process.