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Change is inevitable in today’s economic landscape.  Change is constant.

How are you adapting to change within your organization?

Change can be painful and uncomfortable.  Mark Twain once said, “The only person who likes change is a baby with a wet diaper.”  Let’s be honest.  Change can be downright hard.

As a leader within an organization, how are you a part of the process?  Are you asking your direct leaders the right questions?  Are you lock-step with the new direction, product launch, new strategies, approach, etc…?  Or…or…are you the complainer?  Are you the one who talks about how it can’t be done (although, it is good to question a process, but do it respectfully)?

(Remember leaders, those who you are leading are watching your response/reaction to change.)

I think it is imperative, especially those in leadership roles, to help facilitate change among your direct reports.  The human side of change can be challenging, but crucial to effectively forge ahead.

The U.S. Department of Education project roled out a systematic approach to help deal with change.  They suggested that individuals who are faced with change express six predictable and sequential concerns:

1. Information concerns
2. Personal concerns
3. Implementation concerns
4. Impact concerns
5. Collaboration concerns
6. Refinement concerns

At the various levels of organizations, whether for-profit or nonprofit, how are you addressing the above mentioned concerns?  The question isn’t “will” change occur, but “when” change occurs are you ready?  Furthermore, how are you addressing the questions and concerns echoed through the organization?

Your effectiveness as a change agent is to ensure you are educated on the “why’s, what’s and how’s.”

Change is your friend.

This entry was posted on Saturday, June 20th, 2009 at 10:48 pm and is filed under Change, Action, School, Learning, Leadership, Today. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.