Posted 10 May 2010 by Chris Farmer
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Managing change at work
Change is in the air: Change of economic condition; climate change; political change.
The Laws of Darwinian evolution demand that you adapt and change.
There are two kinds of change:
- One is good
- The other is not so good
Here is the good change:
Change in behaviour that is intended to result in you arriving at a specific place in a specified time.
Here is the not so good change
Change that is intended to get you anywhere (change for change sake).
Change for change sake is a common error.
Charlton Ogburn, Jr. (1911-1998) wrote:
"We trained hard, but it seemed that every time we were beginning to form up into teams, we would be reorganized. I was to learn later in life that we tend to meet any new situation by reorganizing; and a wonderful method it can be for creating the illusion of progress while producing confusion, inefficiency, and demoralization".
Change for change sake is dangerous
This kind of change is caused by the false logic that says:
- All improvement implies a change
- This is a change
- Therefore this in an improvement
Do not change for its own sake
Change is expensive tiring and upsetting to most people.
Change is unavoidable.
So make change purposeful.
"A person in danger should not try to escape at one stroke. He should first calmly hold his own, and then be satisfied with small gains, which will come by creative adaptations." I Ching
Make change comply with the following conditions
- Make your change goal directed, purposeful; intended to deliver you to a place of your choosing.
- Make your change organised according to an intelligent, written plan.
- Change is stressful enough without adding disorganisation into the mix.
- Make change unceasingly
Never stop adapting, growing and improving.
- Make your change in good spirits
Don't begrudge change. Even BAD roads can lead to peaceful, golden beaches.
For more information about change management training visit the Corporate Coach Group website.
You or your colleagues might also be interested in our newest Change Management Questionnaire