When we think of rolling out change in the workplace we tend to think facts not feelings. When we think of supporting our staff through a period of change it’s important to engage their feelings and fears. All of us have experienced enormous and fundamental change in our lives.
Some of our experiences in childhood are good and some terrible. Learning to walk or losing a tooth were changes to celebrate: there was excitement – we were part of something big! As a result, we felt like the centre of the universe.
By contrast, hitting puberty was generally considered a nightmare. We were usually kept in the dark and our bodies were out of control. Usually there was no photo opportunity. How many of us want to relive puberty?
Turn change into celebration; to excitement; and make it a “wow” moment. Think of the childhood pleasure around change and what made that different to the not-so-great moments of change: translate this to your workplace as part of your strategy to engage staff and support them through change.
Hi Stephen
ReplyDeleteI agree with the idea of injecting more 'feeling' into organisational change programs. Creating a sense of excitement and unearthing all the 'human' benefits (in addition to the more 'factual' business benefits) can lead people to be far more accepting of change.
In addition, and as you say, a constantly supportive environment also helps this - and hopefully, once staff have seen that change isn't something to fear, they will have a new appreciation for the benefits that it can bring.
Cheers
Rob C