Introduction
We in Corporate world, in HR profession, as Trainers, Coaches and Mentors have written, read, discussed, debated and talked a lot about “Change Management”. Let’s go a step back, what about initiating the change? How often we feel comfortable, even at the thought of it?
How often did you hear people using any or all of the following phrases or complains:
The system is corrupt;
The government is not efficient;
There is a problem in the process;
This or that method is not working;
The work environment is not good;
My job profile is not challenging;
My boss is not good…so on and so forth.
Well, if you are not comfortable with anything or don’t like anything…JUST CHANGE IT.
Initiating and Understanding Change
If everything is perfect
If everything is automated
If everything is mechanic
Then probably you don’t need change. But that is not the case. We are “Human Beings”. We are not perfect and hence we need change. Change is just inevitable. In fact, identifying the areas of improvement and growth is nothing but change. Being creative and innovative is nothing but change. The growth that we are seeing around us; the world that we are seeing around us is nothing but just CHANGE. Change in thoughts, attitude and behavior. Had it not been the vision of our ancestor and forefathers', we would not have seen this growth. In spite, of knowing the benefits of change, we are just not ready for it…not only in adapting the change but also in identifying the areas that need to be changed. We just don’t want to move out of our Comfort Zone. Let’s reassess and understand the term “Change”. Change is nothing but:
1. The challenging of old beliefs, attitudes, and values after a loss occurs.
2. A way of life for people who thrive on crisis and disarray. Some people need continuous change in order to feel vital and alive.
3. A motivator for individuals to review the way they are living their lives and relating to others; a chance to improve their relationships and their quality of life.
4. A continuous process of readjusting and refining relationships and ways of acting.
5. A process required to improve our current level of functioning
6. A break in the normal routine.
7. A challenge to the status quo.
8. Shifting of priorities to make new order and sense out of the consequences of the change.
9. The process by which a system reshapes or reforms itself in returning to a stable, functional condition.
Let’s discuss some of the cases and situations
We all know that at present we just cannot think of our life without computers. If you don’t have mobile phone in your hand, you feel incomplete. But that was not the case all the time. We also have seen the era of big files and Trunk-Calls. Initiall, people have resisted to this change. In early 80’s, a ship carrying thousands of computers was not accepted by the government of India due to resistance and violent strike by Bank employees.
Change of any type has always been resisted. Many people resist change in the name of Social Norms, Culture and Values. But the truth is different. People just don’t want to move out of their Comfort Zone. If we are still in the category of Developing Countries, in spite of having a rich pool of talent and knowledge, “Resistance to Change” is one key reason. Look at Malaysia or USA, they don’t have Talented people (the very fact that many Indians are working in those countries in key areas and at senior positions); but they have zeal to grow; zeal to bring CHANGE in their lives and work pattern. We have this “Chalta hai” attitude. We are happy the way we are. Just spread a rumor that the Government of India is planning to CHANGE a few things and people go on strikes, without even knowing the impact of such change or proposal. Just spread a rumor that some of the policies in your company are going to change and employees oppose (Mainly in Manufacturing Industry). I think many people oppose “Just Like That”, without knowing the reasons for change; without knowing about the pros and cons of change; without any reason or logic.
Change can be of two types: Planned and Accidental
Change can be of two types
Planned and
Accidental
A Change is Planned, then when management or government or people identify the areas where they need an improvement or change; where they feel the need for new process or procedure or technology. Planned change is about creativity and innovation.
They brainstorm about it among the “intellectual people” either in Government or in Management Team or in Group. They discuss about the need, pros & cons, time schedule and cost.
On the other hand, accidental changes happens when you start practicing something just by chance and notice the benefits of that change, then you try and adopt that change in your behavior and lifestyle. For example, the invention of steam engine is one of the many live example; various types of dishes that we try and then find them tasty.
Psych of resistance
The one of the reason people don’t like to change is as I said earlier, “Comfort Zone”. People, when they don’t want to change, give very senseless and funny statements which includes
1) It is against our culture or values
2) In our time it use to be like this or that
3) I am too old to adapt to any change
4) It is against our religion etc.
In order to avoid change, they feel that
A. If I ignore it, it will go away.
B. I don't need to change; the others involved in my life need to change
C. You can have stability in your life only by avoiding the continuous adjustments to change.
D. There is only one way I want my life to be.
E. There is no need to change my current life-style, even though I've experienced this loss.
F. Life should be easy
These people can do anything to avoid the change. Some of the behaviors and reactions that they give are:
1. Resist discussions that will focus on areas needing change in their lives.
2. Get angry with the people in their lives who confront them with the need for change in order to adjust to a loss.
3. Are willing to do anything in order to avoid necessary changes in their lives.
4. Exhibit four of the five stages of loss: denial, bargaining, anger, and despair.
5. Withdraw from situations that might result in a need for change.
6. Fantasize how life has remained the same despite a loss and ignore any signs of the need for change.
7. Associate only with people who support their beliefs and value systems, which deny the need for change.
8. Act in a cautious manner in all aspects of their lives, personal and professional.
Conclusion
Change is a phenomenon of life. There is nothing in this world and in this life which remains stable or constant.
So, if you don’t like anything…just change it. If you cannot change that particular environment or practice or procedure then change yourself and adapt yourself to that environment or situation. If you cannot even do that…then keep your mouth shut and don’t complain.
Change, is nothing but a way to adjust with the CHANGING needs of life. This is a pattern of life. This is a step towards growth, prosperity and success.
It is simple, as I said above. Either change the thing (Process, Practice, behavior, attitude, government, your boss, your job, your life style) or adapt yourself to that process or behavior or job. If you cannot do any of these, then keep quiet and don’t make noise.
However, it will be better, if you can change. We don’t have dinosaurs, because they failed to change and adjust themselves with change in the environment. The only way you can preserve your culture and value, is by changing it…as per time and need.
Looking forward to your comments and feedback
Regards
(Note: I like to thank the Team of Virgin Management Consultancy for their inputs and suggestions.)
