Over the past 10 years, “Change” has been the slogan of every group, person, and organization….They were either strongly for it or adamantly opposed. What many people fail to realize is that change has been happening and will continue to happen in every facet of life. The only question to ask is, “How will I react or respond to it?” This is a quote that I remember daily…God, grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference.
As a Certified Human Behavior Specialist, I have had the opportunity to work with many different types of companies and with many different corporate cultures. All of these companies do have something in common…some people desire constant change and innovation, and others constantly fight any change or innovation. So how will you deal with change when it comes to your organization?
Understanding the personality dynamics of your organization is a great place to begin. Stephen Covey wrote in The 7 Habits of Highly Effective People, “seek first to understand, then to be understood”. By learning to understand how others process and receive information, you can present change in such a way that is more readily accepted or, at the least, generates less resistance. Something often overlooked by those in the field of training and development, is what comes before understanding others…understanding yourself and knowing how others perceive you.
Most training professionals have had some experience or training in personality or human behavior models. It is interesting to note how few actively practice it on a daily basis. In order to successfully implement organizational changes or behavioral changes in your organization, you need to be able to influence those around you. Here are 5 tips to help you handle change effectively.
– Examine your corporate culture to discover any impediments to change. Some traditions and practices may need to be revamped to meet new needs.
– Make employees aware of the changes that are happening daily; help them to think in terms of change.
– Make expectations and reasons clear. Key employees should know that embracing change is part of their responsibility. Taking a little time to explain early will help to avoid issues down the road.
– Review company procedures and systems to be sure they support change and do not create unnecessary challenges.
While change can be mandated, getting buy-in from the people involved is much more effective and leads to quicker implementation and higher productivity. Start with the small things, listen actively, and seek to see things from the perspective of those around you. Most people can recall dozens of situations when they experienced change while on the job. Whether it’s converting from one software system to another, relocating to a new office, or adjusting to new or revised protocols, change is inevitable. How you respond and react to change will determine your success.
Thomas Fulmer is a Certified Human Behavior Specialist, professional speaker, and successful entrepreneur. He is the Chief Entrepreneur Officer for the National Entrepreneurs Network, Director of the First Aid for Small Business Summit, and founder of Success Essentials. He is a frequent radio guest and is host of the Internet TV show, Smart Business withÂ Tom Fulmer. To contact Tom, call 321-574-5082 or visit http://www.ThomasFulmer.com.