There has been much research done on the effects of change on an organization and an individual. The approach to change has an impact on how well it is received and the level of resistance people will feel and act on. Although change is a natural part of life and business, people tend to have a natural resistance to change. How people are supported through the transition and how they view the transition can determine whether the effects of change last for months or years. As a business owner, manager, or team leader, your leadership style has a huge impact on how your people react to change, whether it be positive or negative. Understanding the effects of change will help you lead your people through the process more effectively.
William Bridges detailed three stages of the change cycle that each of us go through when adapting to change. The three stages Bridges identified are: endings, neutral zones, and beginnings.
Bridges describes the “endings” stage as a time of stress and confusion as we have to let go of our known comfort zone. When we don’t acknowledge this ending in some way, it can be difficult to accept the change and to move forward. Finding a way to accept the ending and create closure at this stage is an important step in making effective change. In considering the change that is taking place in your work place, for your people, think about things that can be done to assist your people to have closure. Discuss it with them. What can be done as individuals and groups to acknowledge the change and what needs to be done to close the door to the old way of performing or being?
The neutral zone as described by Bridges is a time of transition – where we have no attachment to the past or the future. It is an unknown zone, where most of the Western culture has a great deal of difficulty hanging out. We have all heard the term “in limbo,” – the neutral zone is kind of like that, where you have no clear picture of where you will end up on the other side. Generally an organization moves from the ending to the beginning without much attention to the neutral zone. However without working through this stage, your people may resist and either knowingly or unknowingly undermine the new beginning. At this stage it is important to create an anchor for your people. Create platforms for discussion and the sharing of ideas and thoughts, and explore options for what a new beginning could look like. Keeping positive is important at this stage and supporting people to look at solutions instead of dwelling on the negative will help shift to a creative and productive transition. Ask yourself, how can you engage your people in constructive discussions at this stage and what type of support groups would be important to set up?
The third stage of change is beginnings. This stage is where we move forward with renewed energy. While the organization has generally predetermined what the new beginning will look like and feels ready for it in advance, the people of an organization are not necessarily going to accept it as readily and do not necessarily move as quickly. Celebration is a good ritual in starting the new beginning, as brining it in with renewed energy and excitement can boost the energy level of your people and make this a more positive beginning. What can you do to celebrate the new way of working? Throughout the change process it is critical to have open dialogue with your people. Keeping them in the dark only undermines trust and eats away further at what little bit of security they may feel. When an organization is facing change a solid communication plan is important. Remember that communication is not a one way street; it is an open highway with traffic flowing in both directions. How can you develop a communication plan that opens your people to dialogue at all levels?
Understanding the stages of change can assist you in supporting your people to get on board with the changes in your organization, but understanding is only one part. It is important to take the time to really connect with your people about what is going on for them, and listen to how they feel and create an open platform for dialogue. Get the support of your people by involving them in the process. With participation comes buy in, with buy in comes ownership, and with ownership comes commitment and drive to make things work.
Resistance to change will always be there with some of your people, but it is how you manage the process that will determine the outcome. Plan ahead, keep your people informed, communicate and collaborate, gain commitment, establish timelines, take action, and inform of progress and successes, and you’ll find yourself in a far more successful position.
Gailforce Resources puts people power in sync by assisting businesses with their human resources needs, including training, consulting, coaching, and workplace document writing. Visit their e-learning site at training.gailforceresources.com.
