It appears to be a human trait that we look at things cynically with great expectations of failure. The 2012 Olympics came to an eruptive conclusion Sunday night with everyone in the country thinking what a spectacular event and what a total SUCCESS it was. If ‘Change’ is handled correctly, we’ll embrace it, if not… we fight against it! So, how do we go about making positive change that everyone wants to buy in to? Read on…
Prior to that though and with the full knowledge that we were to make some drastic changes to our beloved capital city, our lives were to be disrupted. The burden this would put onto our country that seemed to already bowing under the pressure of every other bit of doom and gloom the media could throw at us… CHANGE, we frequently don’t like it but it’s inevitable and with change, benefits can be found in abundance should we choose to look but there’s more! COMMUNICATION is the key.
There is a cycle we go through individually as well as in the organisation or firm from ‘Crisis’ to ‘Opportunity’ and understanding where people are along this route means we can help them as well as ourselves towards the ‘Opportunity’ whilst aiming to insure that we don’t add further barriers.
Elizabeth Kubler-Ross looked into this cycle and it goes along the line of…
FIRST THE DOWNWARD SPIRAL … Relief (rumours have passed, now I know!) … Shock … Denial … Anger … Bargaining (‘if’ I do this then maybe!) … Guilt … Panic (What if it fails, will I be caught out that I can’t do this??) … Depression … THEN WE HEAD UP … Resignation (Nothing I can do about it, ‘spose I’d better just get on with it) … Acceptance (maybe these changes are going to be beneficial?) … Building (ah, this is where I can contribute) … Opportunity (this is good, I’m liking where this is going. This is actually fun!)
Using, but more importantly, understanding this cycle, you can relay different messages throughout the whole change process. Plan to keep people involved and informed. Understand where they are in the cycle and insure clarity of communication is given and to help them through that area they may be stuck on/in.
This is an area where we’re strong in at Coaching to Success but leadership in your organisation may not be as strong when it comes to making change in your organisation. Going back to the Olympics… remember the news coverage? Support that the stars and sports people offered all through the process! Updates on how we were actually ‘Ahead’ of schedule in the construction of the park! The ‘feel-good’ factor that emanated without it having even started! And when we started to win medals, there was no stopping the ‘Positive’ communication that came out.
Don’t assume people know what’s happening. Keep them informed and involved, ‘Change’ will happen without as much pain as could otherwise be avoided. Such a positive end to the Olympics, long may that positivity reign before the media head back to what they do best , hmmm!
Should ‘Change’ be something that you will have to go through or are going through and are struggling to get others on board, consider the cycle and if you or your organisation/firm would appreciate some external help to smooth the way, we would welcome your initial enquiry just to chat and see how we can benefit what you’re doing. Simply call Neil to arrange a free consultation on how we can help, on 07761 187238 or email firstname.lastname@example.org… We’re here to help.