By Susan Sherfield, Stephanie Puryear-Helling, and Maitri Johnson

Change.

The one word that has the potential to instill fear in every member of an organization.  We all know that change is inevitable.  It is the nature of the world we live in.  Change management is nothing new, yet organizations still struggle to effectively implement change, resulting in many failed change initiatives that cost organizations valuable time and money.

Let’s face it.  Adults hate to change.  We get comfortable with the way things are.  We know what is expected, how to complete a task, or how to behave.  We build our life around certain frameworks and we relax in the belief that things are under control.  Then, suddenly we are confronted with a changing environment that upsets the world we have grown accustomed to.

Why do people make assumptions that an impending change is going to be bad, disruptive, or painful?  Part of the problem stems from the existing challenges of day-to-day life, with most people already busy trying to balance their personal and professional lives; it’s a juggling act to keep all of the balls in the air.  Juggling is about finding a rhythm, and when that rhythm is disrupted, one or more of the balls can easily get dropped.  A major factor in managing the new rhythm is whether the individual has chosen to make the change or if the change is outside of their control.

When a person chooses to make a change, it is not just about being in control.  It is also about a situation where the individual is informed about why a change is needed or desirable.  They conduct their own needs assessment, evaluate the data, formulate options, identify a timeframe for implementation, and move forward with their decision.

In the workplace, most employees are not part of the process until the change is ready to be implemented.  They may not see the need or be aware of other options that were considered.   They may be dealing with other critical personal or work related changes that are consuming their time, attention, and energy.  It may be as simple as many employees just don’t like not being in control.

The leadership of a company often needs to make difficult but necessary business decisions, some of which, may not be popular with employees.  These are the same employees who they must depend upon to implement the change.  And these changes must be rolled out while normal daily business operations continue.

There are no easy answers that will ensure a successful change initiative, but there are proven models that will significantly increase the likelihood that organizational changes will be effective.  “A Change Will Do You Good”, facilitated by Susan, Stephanie and Maitri at the 2016 NAA Education Conference, will present change management approaches to support you in all types of change initiatives within your organization.  This session is Thursday, June 16, at 9 am.