ATD Blog
How to Promote Change in Your Organization
Wed Jun 21 2017
Content
Change means giving up something. What are you willing to give up to move forward? Stop resisting change, even if it hurts. The way you look at a changing situation, or even a person who is changing, determines your reaction.
Change means giving up something. What are you willing to give up to move forward? Stop resisting change, even if it hurts. The way you look at a changing situation, or even a person who is changing, determines your reaction.
Content
Think about the times you have changed in your personal life without the support of your friends or family. It hurt, right? But with or without them, you made the change happen. You knew it would work out, even though it was painful.
Think about the times you have changed in your personal life without the support of your friends or family. It hurt, right? But with or without them, you made the change happen. You knew it would work out, even though it was painful.
Content
Consider the following reasons for resisting change:
Consider the following reasons for resisting change:
Content
Defend the old ways.
Defend the old ways.
Content
Fear of the future.
Fear of the future.
Content
Uncertainty.
Uncertainty.
Content
Unexpected change.
Unexpected change.
Content
Are any of these reasons holding you back, causing you to negatively affect a situation, yourself, or other people?
Are any of these reasons holding you back, causing you to negatively affect a situation, yourself, or other people?
Content
The four phases of change are:
The four phases of change are:
Content
Denial: You deny the change is happening.
Denial: You deny the change is happening.
Content
Anger: You become angry at the change.
Anger: You become angry at the change.
Content
Bargain: You bargain for the “old ways” instead of the change.
Bargain: You bargain for the “old ways” instead of the change.
Content
Tackle: You accept the change.
Tackle: You accept the change.
Content
You may notice lower productivity in your own performance or from others, along with lower morale if you or they are in the denial, anger, or bargain phase. What is critical is how quickly you can adapt and bring quality and quantity above the pre-change level, before the denial phase.
You may notice lower productivity in your own performance or from others, along with lower morale if you or they are in the denial, anger, or bargain phase. What is critical is how quickly you can adapt and bring quality and quantity above the pre-change level, before the denial phase.
Content
Take the time to know yourself and how you manage change with steadfastness, practicality, and creativity. You are always in a position to make a difference. Control your attitude by monitoring your self-talk. Take some ownership of the changes by considering a central part of your job description to be personally responsible for managing change. Choose your battles carefully.
Take the time to know yourself and how you manage change with steadfastness, practicality, and creativity. You are always in a position to make a difference. Control your attitude by monitoring your self-talk. Take some ownership of the changes by considering a central part of your job description to be personally responsible for managing change. Choose your battles carefully.
Content
Upper management catches a lot of criticism during times of change. Now you have a chance to show your loyalty and commitment. If your organization waited until the change could be made perfectly, it would never happen.
Upper management catches a lot of criticism during times of change. Now you have a chance to show your loyalty and commitment. If your organization waited until the change could be made perfectly, it would never happen.
Content
You should practice good stress management techniques because adjusting to new circumstances is a drain on your psychological energy. Keeping your sense of humor is a step in the right direction, as is taking good care of yourself physically.
You should practice good stress management techniques because adjusting to new circumstances is a drain on your psychological energy. Keeping your sense of humor is a step in the right direction, as is taking good care of yourself physically.
Content
What about organizational change? “Organizations should reward risk-takers, even if they fall short once in a while. Let them know that promotions and glory go to innovators and pioneers, not to stand-patters who fear controversy and avoid trying to improve anything,” wrote Captain D. Michael Abrashoff in his book, It’s Your Ship .
What about organizational change? “Organizations should reward risk-takers, even if they fall short once in a while. Let them know that promotions and glory go to innovators and pioneers, not to stand-patters who fear controversy and avoid trying to improve anything,” wrote Captain D. Michael Abrashoff in his book, It’s Your Ship.
Content
There are three types of organizational changes:
There are three types of organizational changes:
Content
Adaptive: You reintroduce a familiar practice.
Adaptive: You reintroduce a familiar practice.
Content
Innovative: You introduce a new practice used elsewhere.
Innovative: You introduce a new practice used elsewhere.
Content
Revolutionary: You introduce a new practice that has never been used before.
Revolutionary: You introduce a new practice that has never been used before.
Content
Any one of these organizational changes should include vision, skills, incentives, resources, and action plans from beginning to end to identify specific goals, authority, control, and status. With this approach, an organization can address employee questions and reactions to avoid confusion and resistance.
Any one of these organizational changes should include vision, skills, incentives, resources, and action plans from beginning to end to identify specific goals, authority, control, and status. With this approach, an organization can address employee questions and reactions to avoid confusion and resistance.
Content
Continuously communicate about changing roles, responsibilities, and expectations, and provide active, visible support to departments. Do not create a culture of fear of failure. Expect and learn from the mistakes, because they will happen.
Continuously communicate about changing roles, responsibilities, and expectations, and provide active, visible support to departments. Do not create a culture of fear of failure. Expect and learn from the mistakes, because they will happen.
Content
After empowering employees, become less directive by stepping back and letting them perform. An organization should enforce changes through rewards and flexibility until the they become stable and permanent.
After empowering employees, become less directive by stepping back and letting them perform. An organization should enforce changes through rewards and flexibility until the they become stable and permanent.
Content
“The art of progress is to preserve order amid change and to preserve change amid order.”
“The art of progress is to preserve order amid change and to preserve change amid order.”
Content
—Alfred North Whitehead
—Alfred North Whitehead