3 Things I Learned from Change
September 7, 2007 by Phil Gerbyshak
Filed under Business
In my 33 years on this planet, I’ve learned a lot about change. I’ve learned that it’s better to save change than to spend it, I’ve learned…
Wait! Not THAT kind of change. The kind of change I mean is the changes managers must deal with EVERY day in order to lead their team. I’m not talking change for change’s sake. I’m talking about the necessary kinds of changes.
So what have I learned?
3 Things I’ve Learned About Change
- Some change is easy, but it hurts, much like a band-aid being ripped off your skin. It’s not hard to actually DO the change, but the anticipation of the pain that’s going to come is great, so often, I don’t do it…at least not for a while. When I finally do it, I realize most of the pain was in my head, and I don’t know what took me so long. For instance I agonized for 3 months over whether or not to change my team’s weekly meeting to an “as needed” schedule or keep it every week, no matter what. Once I changed it to as needed, I feel better, my team feels better, and our meetings are more productive. I’ll bet you have band-aid decisions too. Just rip ‘em off!
- Some change is B-I-G, and is best done one…piece…at…a…time. Changes like shifting the focus of your team from a widget making team to a customer focused team. We didn’t get to where we were in a week, so convincing 7 people (8 if you count me) that we needed to focus on the customer instead of the quantity of calls was hard. I’m still working on selling this to some, but every day, I chip away at one more wall. One day at a time, one conversation at a time, one person at a time, one…piece…at…a..time.
- Change is VERY personal. Much like I mentioned in my last point, we are ALL unique. What works for me might not work for you, at least not the same way it worked for me. I can’t expect you to respond “just like me” anymore than you can expect me to respond “just like you.” Some adapt, some cry, some shout, some rejoice, and it’s all OK! Once I realized this, change became MUCH easier to handle for me. Change your expectations, and you’ll enjoy much more success, because change is VERY personal!
What about you? What have you learned from change?
[Phil Gerbyshak is writing this post as part of the What I Learned from Change writing project, sponsored by Robert Hruzek at Middle Zone Musings.]
I love some change. I avoid some change. But most of all to me change = transition, the psychological movement to change. What I often need to work with is the ending part of change. The ability to let go or to loosen.
Phil,
You have learned well. Particularly points two and three; two realities of change that most managers don’t want to be bothered with. “My way or the highway” is easy, but not very effective in the long run.
Mike
David – I love change too. Good idea on loosening up to change.
Mike – You are absolutely right. My way or the highway is a terrible way to lead, to manage, to live. So what alternatives are there? Our way or no way? We’re in this together, so let’s not try to sink? I personally like “Teamwork makes the dream work.” What about you?
“Teamwork makes the dream work” – nice one! This approach works under one of two circumstances:
1) you’ve been able to build a team with a shared dream/purpose
or
2) you have worked with each team member to understand and help them internalize how the change helps make THEIR dream come true.
Because of current skills-focused hiring practices, usually you have to do the latter to effect a change throughout the organization. Unfortunately, many managers don’t want to go to this level of effort, and the change doesn’t stick.
How’s that?
That’s great Mike, and I think you hit upon 2 very important things to remember aboutchange: change is a PROCESS, not an event; change, to be done right, takes TIME.
Did I miss anything?
Phil,
I would add one important distinction to your correct assessment. For the person driving the change it’s a process. For everyone participating in the change, it’s an experience. And because we can only experience things in the context of our previous experiences, it will take time to get the change to take completely. Some people will embrace things quickly; most will sit on the fence for a while to see if the change is a fad that can go away. But with reinforcement over time, they’ll come around. I’m a big fan of John Kotter’s model of change management; and this is reflected in his model.
Mike
Great point! Thanks for adding it Mike!
My pleasure, Phil! Thanks for starting the conversation.