This is where we get it all wrong, most people are not resistant to change. If you don't believe that, notice the speed at which the music CD replaced the LP record, and how fast the mp3-player replaced the CD. We all like to have the latest and greatest model of smartphone ...
So if we are not resistant to change, how come we think we are? This is because most people don't like disruption in their life.
We are willing to change if:
- the change is improving our situation in some way or another, e.g. making our lifes easier (I want to change)
- not changing will take us to the end of the queue (e.g. not having a smartphone lowers our status) (I need to change ... to avoid disrupting my current situation)
- we know what to change (vision)
- we know how to change (I can change)
- we are convinced that the change will happen without disruption of our level of security and comfort (it's safe to change)
- we see a result of the change within a reasonable timeframe (minimum time of disruption)
To keep the change, make it hard to fall back. Once we have migrated our addresses, emails, music, photos and all our apps to our new smartphone, it's hard to go back to the old phone without loosing something.
Learn more about change? Join us at one of our free ONLINE seminars.
It’s probably a cliché to say that we live in times of big changes. Perhaps we just don’t notice the things that haven’t changed. The world-known auteur of management books, Henry Mintzberg, says: “You can’t manage change without managing continuity. Change without continuity is anarchy.”
It’s a good idea to put this into perspective, and that is why I share this excerpt from Scientific American:
“It is not too much to say ... that more has been done, richer and more prolific discoveries have been made, grandeur achievements have been realized, in the course of the 50 years of our own lifetime than in all the previous lifetime of the race. It is in the three momentous matters of light, locomotion and communication that the progress effected in this generation contrasts surprisingly with the aggregate of the progress effected in all generations put together since the earliest dawn of authentic history.”
This was published in Scientific American in 1867, about 145 years ago!
We can support you with Change Management in your organization, contact us!