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R Hallagan, United States
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People Need Some Constancy (Besides Change)
People need some constancy (besides change), so when engaging in extensive change it is important to establish the things that will remain unchanged / bedrock (i.e. integrity, follow up... whatever).
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JOVEN SAN PEDRO
Consultant, Philippines
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Change Plans are Often Overwhelming This is so true. Change plans are often so overwhelming and so damning of the current situation that people begin to feel fear, and later even anger. This can easily become a reason for resistance to the change.
Then the energy needed to get the change started disappears just as soon as the change plans get communicated...
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Mrs. Josephine Idele
Partner, Nigeria
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Establish Foundations of Change Change in itself is the only variable that is constant in life as we (humans) cannot remain static and neither can any living creature or thing or organization.
However, the evolution of change does definitely need a strong foundation such as a corporate culture of an organisation where variables like trust, partnership, development, ethics, transparency etc. These are building blocks upon which any change can be anchored or will be attached to in the short and long term. Conversely, change cannot stand alone without the objects or situations or circumstances that yearn for the rebirth: a rebirth maybe in the sphere of behavioural patterns, ideology, norms, culture, values etc.
This rebirth in the form of change would lead to re-orientation of mind-sets, attitude, and creative thinking and innovation.
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Peter Matumbo, Malawi
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'Charity Begins at Home' in Change Management Interestingly while most of us believe we cannot survive without change, we are often resistant to it, but despite of that we try to be forceful on others to accept change.
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Dr Gary Jones, Australia
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To Change or not to Change - that is the Question Change is a necessary state of business. 'You can be on the right track, but if you stop you will get run over'. Scenario planning is one way where a change is planned in the company’s strategic plan. The trick here is to plan the change drivers and the operational plans to re-organise the company once a scenario unfolds. Besides communicating what things will remain unchanged, you can also prevent reactionary actions by involving the staff in the preparation of the scenarios.
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Jaap de Jonge
Editor, Netherlands
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Prepare your Organizational Change Really Well Wow, very good responses in this topic.
Is it useful or recommendable to provide some constancy for people involved in organizational change? Maybe.
What is certain is that you’d better prepare your intended major change meticulously involving your staff, for example following Kotter’s 8 change phases or their new, accelerated version.
As part of the first change step (“Establish a sense of urgency”) it could actually be better in some cases to destroy the old ways of doing, or to create some form of crisis.
Still, providing and stressing certain elements of constancy to your people could be helpful - as a solid "foundation" for the change as suggested by @Ms. Idele.
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Ataur Rahim Siddiqui
Entrepreneur, Kenya
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Change Needs Clarity In order for change to be effective and successful, clarity is the key… Clarity can help in communicating the goals and expectations and reduces uncertainty, and that the change is meant to improve the situation, whether structural, systems or processes. Involving the team and their ownership is critical prior to implementing. An is not one entity, but rather a group of minds and they all need to resonate the change from the roots.
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Ayuketa Amadou
Entrepreneur, Cameroon
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Change is Inevitable Change in it self is the only thing that is constant as such what makes it effective is the ability of the initiator to effectively communicate the outcome of the change process and the effect the change will have on the company's performance as well as on the employees.
I think employees who resist change in its entity are those those who can't work in a fast-pace changing work environment and they see change as a threat to their power.
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Bryan Forsyth, PhD
Professor, United States
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Can Too Much Change Cause More Harm than Good? I think all comments here are valid; however, I think some miss the mark mostly. When is enough, enough? Are there change junkies out there forcing change when it may not be necessary? How much can your people take without jumping off of a bridge? Can too much change cause more harm than good is the bottom line here as I see it?
Yes, there are times when the organization is in serious danger and the changes are needed to survive, but often, it can just be too much and could be managed better to not burn people out. Thoughts?
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Gautam Mahajan
CEO, India
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Change and Constancy (Consistency) Change is often necessary, but customers look for constancy and consistency. Balance the pace of change with consistency, that is giving what customers expect while building new expectations in them.
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Maurice Hogarth
Consultant, United Kingdom
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The Continuity of Contiguous Change After any activity, particularly if it is strenuous, there is a need to "warm down" re-adjust and this seems to be an aspect of this posting. This posting also seems to confirm that talk of "continuous" change and change being a "constant" is not only a misuse of English but if it was happening in reality it is likely that there would not be change so much as chaos.
Consider the lines marking the divisions between carriageways (lanes) on roads in the UK (I do not know it this is equally true in all other countries) these are:
- Solid i.e. CONTINUOUS lines. This analogy to change indicates a constant, never-ending state of change. Nothing would ever be stable, change would take place and before it could be assessed another change would be being implemented etc. Undoubtedly an uncomfortable working environment.
- 'Broken' i.e. CONTIGUOUS lines. This analogy to change indicates a period of change followed by a period of stability followed by a period of change, stability, change; on an ongoing basis. The length of the line is variable (relating to the message being sent to the drivers) 'short', 'medium' or 'long'.
If you consider the line as being the period of change then this indicates that some changes take longer to be implemented and established than others.
If you consider the line as indicating the period of stability following the implementation of a change then this can be taken to indicate that
(1) the effects of some changes are longer lasting than others or
(2) the turbulences of the Political, Economic, Social or Technological conditions may be slow or dramatically swift to affect an organisation.
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kayode Fayemi
Entrepreneur, Nigeria
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Change and Constancy How often do we wish that, when life's events are producing pleasure, satisfaction, and a sense that all is well in the world—at least in our world—things would remain that way forever? On the other h...
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Denis H. Nixon
Management Consultant, Philippines
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Change versus Constancy Wow. A nicely worded question. All work is done through some process and to be in a state of 'constantness', processes need to be stable.
Change is by definition a disrupter of constancy. The questio...
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