Question 19: What Are Some Effective Ways Of Helping People To Embrace Change Especially In The Organization?

Question 19: What are some effective ways of helping people to embrace change especially in the organization?

The only constant in life is change. Words of Rachel Wolchin, “if we were meant to stay in one place, we’d have roots instead of feet.” So, change is a must and being stagnant is not for us. With that being said, to help someone embrace change especially in the organization I believe it is to let them know that getting better/ahead is not by chance, but by change. In fact, to embrace change can be hard in it’s initial stage, but to be forced by change to change will even be harder. As Jack Welch said, “Change before you have to.”

So how do we help others to embrace change:

Helping people to embrace change is to educate them on the value of embracing change, because it’s constant and how important their effort will be on putting their best foot forward to make things work.

Another way to help people embrace change is to empower them. They can be empowered by the inquiring about their well-being, being appreciative of their effort and identifying with them. If people feel left out especially in the time of change they’ll lose the drive to put their best foot forward. Through empowerment they will feel appreciated and in turn more compel to accept the change.

In an organization the leader should engage in the process of the change and not stay to one side and give command. When the leaders are involved with the process they can exemplify their positive outlook on the change that will be taken place in the organization through their enthusiasm. If the leaders can be enthused about change the others will feel more compel to embrace change.

You can also help people to embrace change by energizing their thoughts. That is, talking about the positive impact that change can bring to the table. When you energize their thoughts you’ll get them to focus on the positive that can come from the change. Furthermore, through positive focus they’ll be more apt to embrace change that facilitates personal growth.

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6 responses to “Question 19: What Are Some Effective Ways Of Helping People To Embrace Change Especially In The Organization?

  1. How can “Energize your thoughts” aid in excelling the organization or personal development?

    • That’s a great question. Increasing productivity is every organization business, so what happen sometimes is that you will find different variables that may cause organizations to not perform to the best of there ability.

      EYT can help the organization to excel and that is by finding out where the weakness is and provide the HOW TO, so the organization can go beyond their limitations and that may include let the workers become aware of new way to approach what they have already been doing. (It’s not just the information but how it will be presented that makes the difference)

      However, I do have my signature that I gave to college and non-profit organizations that help them realize some key things that they use to excel.

  2. The workplace has become extremely demanding of our timelines, our focus, our consistent effort and patience, and above all our commitment.

    Richard, your topic of discussion takes me back to the early 1980’s, a time of remarkable advances in the technologies and automation within the workplace that would very soon extend to our personal home space. The advent of the computer was revolutionary and changed our entire means to create and store data, correspondence files, business and operational tracking systems and ultimately communication with the outside world.

    I recall it being a very challenging time for all company personnel who, on top of their already hugely demanding work day, were called upon to train for the rollout of a desktop computer that would be installed on every desk and workstation throughout the office environment.

    It was an exciting time yet overwhelming, especially for associates who were nearing retirement. Those individuals were fighting change, frustrated by the intensive pressures placed upon them to get on board with the inevitable. The onset of the computer was not a matter of personal choice, rather, it was an imminent change that each of us had to come to terms with and embrace as the ‘new and improved’ means of doing business.

    Taking a giant leap forward into the computer age was incredibly daunting and although we had been accustomed to doing tasks the same way for years (our comfort zone) in our professional lives…essentially recording meeting notes and interpretive data with pen and paper and sending out paper communications in an envelope with a stamp and hand-written address on it. The paper flow was tremendous and inter-office documents were placed in large folders, the recipients names and departments marked by hand, and picked up for delivery from Point A to Point B by courier.

    Along came the highly complex desktop computer, simplistic in format and large and bulky by today’s standards, requiring the user to communicate with an interface by a series of highly exacting DOS commands. There always have and always will be change in our workplace and personal environments. New technological advances outpace the life cycle of the outgoing technology and to keep pace with the business and social communities we have had to adapt, to change our mindset to be ever-receptive to those changes.

    When the computer age emerged I was young, still in my twenties, and as such perhaps more flexible thinking than my associates and subordinate staff. What I found it all came down to Richard was effective leadership and strong daily affirmations of the positive direction all this change would have in our workplace…and that each one of us were benefactors of greater efficiencies, faster communications, an overall greater capacity to multitask and meet ever-narrowing deadlines. It was a better way for all of us. We simply had to commit to allowing that change to happen and to be an integral part of those changes.

    I think in this instance perhaps the greatest decision senior personnel had made was to ensure that all associates played an integral role in facilitating those changes and also to contribute to the overall assessment of those changes as they would benefit the entire organization as well as identifying problematic elements of the new technology that would need to be addressed to facilitate our operations idiosyncrasies.

    What a dynamic time it was and as rapidly as we were able to adapt and fully acclimatize to the new technology at our fingertips more enhancements would be consistently introduced demanding our acceptance, learning and adaptation to yet more changes.

    Much the same can be said for the operational and structural changes that occur within organizations. Those initiatives rarely produce immediate results either so we find ourselves constantly in flux as those changes occur and are nurtured into something fully meaningful on a broad scale across the organization.

    Sometimes when change seems too much to tolerate, overwhelming, stressful, completely foreign, we feel like we want to scream ‘stop the train. I want to get off!’ We all know that is not realistic thinking and by no means a solution to the problem.

    When it comes to stepping away from our comfort zone it’s like someone cutting the umbilical cord, our lifeline, our safety net. Yet as you say Richard, change is a constant and our flexibility to embrace those changes means the difference between moving forward or trailing far, far behind.

    Change is but the path to a destination…resistance is a roadmap to losing our way. Thank you once again for another stimulating Question & Answer!

    • Thanks Don! Thank you for sharing with me and the other readers and I love how you summed it up at the end, “change is constant and our flexibility to embrace those changes means the difference between moving forward or trailing far, far behind.” I do enjoy reading your comments as I see how you yourself has deal with some of the challenges we now encounter as a younger generation.

      • You’re most welcome Richard. There are frequent company organizational/structural changes taking place on an ongoing basis which can impose considerable challenge to individual personnel as well as the collective body of human resources but I chose to reflect on the technological advances as they were, and will continue to be, one of the greatest demands placed upon companies and their personnel, advances that will likely continue to be frequent and of even greater significance than I ever experienced years ago or today.

        If you look at our children, even my own children back in the 80’s, they were starting to use computer applications as learning tools as early as first grade…incredible. That early childhood training will surely go a long way to reducing the overall stress and challenge of change. After all, the younger we are the more flexible/receptive to change we are!

      • I believe so, because this younger generation born into a time when things change so frequently and if they don’t mind they missed out of some of the things in regards to technology.

        We have to learn to adapt!

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