Can you recognise change? Do you find it difficult to adapt to change? Wish to make the most of it? If you want to understand how to overcome fear of change and turn it into an opportunity, read on…
What is Change?
Change is generally viewed as the alteration or modification of an event, process or characteristic. Be it a person, behaviour, environment, an object, procedure – all are susceptible to change.
According to Albert Einstein, “The measure of intelligence is the ability to change.”
Changes constantly occur around us, but we seldom pay attention to most of them. Surely, we know about it, have heard of its importance, and probably implemented it at some stage in our lives. But do we ever focus on its nature? Do we assess if it is in our control to make the change, or is it our reaction to adapt to the process? The answer is No. More often than not, we are reacting to changes, as compared to initiating it.
What does it mean to us?
If we were to look at Change like a game, the two opponent players would be Threat and Opportunity. Each having its squad, it is likely that you will find yourself on either of the teams.
This simply means that there are two ways we perceive change – either as an opportunity or a threat.
Change, generally, denotes breaking out of the comfort zone. And this is where the distinguish begins. There is a pattern of process when we take initiative, or when we react to change.
Taking an initiative, requires us to know what needs to be reformed (the target is confirmed). This gives us control over the rate of change and the overall process itself. We are ready for it. In this case, we see the change as an opportunity. An opportunity to find a solution to the target problem.
When change is imposed on us, it is not in our control, which kicks in the fear. We are not the ones who control it, hence we do not know if the outcome will be in our favour. Most people, organisations, and even countries, view change as a threat, for this very reason.
Initiation gives control. Opportunity is a choice, whereas fear is a reaction.
Our perception of change has more to do with ourselves, than the factors affecting or enforcing it. A shift in mindset can probably help us switch teams (a mind game is still a game, nonetheless!)
Individual v/s Organisational Change?
The concept of change, itself, maybe viewed differently by each of us, simply due to the magnitude it may pose to us. Where to some it may seem minute, the same may be massive to others. What may be a gradual process to one, maybe drastic to another.
As individuals we may be opposed to change because it breaks our routine. Routine causes a sense of comfort to us, wherein knowing what comes next, helps us stay prepared for it. Though there may be instances when we are proactive about a change, its generally a reactive process as individuals. A slight increase in weight could urge someone to change their diet and start exercising. A motivational speech could change your outlook on investments and get you started into it. Adopting a pet could change the way we view responsibilities.
It is generally a change that demands a following action (or should we rather say ‘reaction’, if we consider the change to be an action in itself).
For organisations, changes occur on a daily basis. While some may be productive, others could be disruptive. Broadly, organisational changes can be categorised into 2 types:
- Monocentric: where the managers or team leaders initiate and implement change, leading by example and defining the nature of the change
- Polycentric: changes brought in by individuals or teams at smaller levels, independent of each other, but combining into larger results overall.
Companies usually find it harder to embrace change. The simplest reason being the efforts are expected to be according to hierarchy (top-down). Though in the case of some organisations, flow of information may be controlled through a top-down hierarchy, change doesn’t follow the same path. It has been proven through various models in organisational culture, that an openness to ideas from employees at all levels, helps companies reach their goals quicker. Complacency is a roadblock to change, and thus to innovation in an organisation.
Organisational Change
To begin with, any organisation (big or small), needs to ask themselves the most important questions – what do we need to change, why is it necessary to change, and how do we change?
Of these, the most crucial one is “How”. Most established companies know what to change and why it is needed, but they often find a wrong answer to how it is to be done. Inclusion of adaptability to change, as a part of the long-term strategy, could serve well to scale a company to greater heights.
Communication becomes a key component in the process of organisational change. From analysing the target area for change, to brainstorming ideas to possible solutions, implementation and then monitoring change, all need transparency in communicating information.
Larger organisations work better with the polycentric model, with smaller changes occurring simultaneously across various teams, creating larger results when put together into a bigger picture. This puts the teams/individuals in control of factors that affect the rate of change and allow better monitoring of the results, to drive the process of change in the desired direction.
If we had to break it down into a simple process, this is what it would look like:
- Initiate (prepare for the change)
- Plan (according to the factors)
- Application/Implementation
- Monitor results
- Transfer the process to other areas of the organisation
Though change is still feared by many organisations because it pushes them out of their comfort of existing procedures, it is inevitable. It is always better to take control of the change, allowing yourself to stay ahead of the curve. Remember, there was a time when “internet” thought to be a passing idea? Major corporations around the world were not willing to accept that their ways of working would have to modify. And now, there isn’t a company who doesn’t have an online presence, because they understand that it is the easiest way to connect with potential customers. Companies who took the initiative to bring in this change, moved ahead in the game, seeing this as an opportunity, whereas those who were reluctant, and saw it as a threat, were forced to adapt eventually, with the controlling factors not being in their hands.
Change is a force of nature. It’s a part of evolution. Identify it, accept it, and embrace it.
What are your thoughts on change – individually and in groups? Let us know in the comments below.