A conversation started on Twitter today about managing change. I mentioned that I had attended a workshop "Managing Change in Organizations," which is the best info I have heard about change so far. Really, it seems so simple. Somehow the way it was presented in this workshop hit the high points just right. I have been meaning to share about it for quite some time, but now I have been prompted by Gerald to do so, so I must.
I consider myself a change agent, so this workshop was right up my alley. We completed an exercise where you were asked to circle words that you associate with change. A score of 40 indicated a strong support for change. I scored a 90.
Here are a few of the standout moments...
People resist change when:
They don't believe it is necessary or that it will succeed
They don't like the way it was introduced
They had no input into the decision
People support change when:
They expect it will result in a personal gain
They believe the change makes sense
They had input into the decision
When it comes to change in an organization:
6% initiate it
7% get on board right away
32% need to see some success before they will decide
42% get on board if there is enough of a threat if they don't
13% are likely to never change
Interestingly enough, the follow-up conversation was about how much time we spend on that last 13% that cause us to miss opportunities with the others.
What can you do to promote change?:
Influence others by your own behavior
Involve people who will be affected
Listen for reactions
Be available and share information
Expect resistance and have strategies to deal with it
Identify change champions and set them loose
Find early success and recognize it
Credit goes to Sharon A. Clifford, Phd for this information.