Managing change: it impacts you as much as it does your organization


  • August 21, 2015
  • /   Kristine Rushing
  • /   training-development

In the book Results That Last by Quint Studer, he talks about the different phases of organizational change. When he talks about organizational change today, there’s an emphasis on starting with the Why. Most organizations communicate what is changing but very few communicate why things are changing.

Change is difficult and uncomfortable. It impacts everyone throughout the organization at every level. It’s important to understand this is normal and not to quit when it starts getting difficult. Stay consistent and have an idea before introducing something new of what the expected timeline of implementation will be. This is essential because if the implementation period is 12 months and in the 6th month you start questioning if it was a right idea, realize that you’re only half way there.

Managing change is often talked about from an organization perspective with systems and processes. What is rarely talked about and overlooked is change from an individual’s perspective. We all handle change differently. Some individuals are early change adopters, some are change resisters and there’s a lot in between. Connect with your team members on an individual basis. They may be afraid, angry, impartial, hopeful, confident or optimistic about the change that is taking place. Connecting with your team members will help you understand if there’s any additional group or individual training that may be needed and could be used to develop team work by having your early change adopters work with those individuals who are struggling.

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