ABC of
organisational change

About 70% of us like things the way they are. We don't like organisational change - it feels uncomfortable. Yet innovation is constant, especially in business. How we manage issues when it affects everyone differently is the real challenge. Whether integrating another business, responding to staff needs if a business or office closes, members of a family business adjusting to differing circumstances, or choosing whether the people or the structure are more important when re-structuring, metamorphosis within organisations always affects individuals.

Techniques to cope

Understanding our resistance to change begins with identifying what we like about our current situation and then acquiring skills to cope with its inevitability. It's useful to think of 3 Points on a line leading us towards a solution.

Point A is where the individual is Anchored now - position in hierarchy, location, role, relationships, level of fulfilment etc. While tempting to think in terms of quantifying what each person has, its real importance lies in understanding why they think this way.

Point B is where the organisation wants to Be. Too many businesses wrongly focus on this as a destination, when what's more important is to promote how each individual fits into The Grand Plan and what their future role and responsibilities might be.

Point C is for Coping skills for change and how we're going to get there, the bridge between points A and B, if you like.

If your organisation is undergoing transformation, ensure your people have the skills to make the journey. Training might be appropriate or you may want to consider a facilitated session to move everyone from Point A to Point B. We can show you how to do it.