Becoming a Better Boss Secret 2: Understanding Change
Things change so rapidly that change has become normal, expected, and for some – desired. A few months ago, one might have said that it is almost surprising that we still need to talk about change management with the world as it is today. Then, things changed with unimaginable quickness as we faced together, a pandemic.
For many, change is not easy and it’s easy to understand why. We know that people in general, want to be good at what they do. They want to master their work and their work environment. Such mastery gives one the feeling of being in control. When change occurs, we feel threatened. It’s natural. Problem is, change is also natural, and sometimes completely unexpected.
As Benjamin Franklin so wisely stated in the 1700’s: “When we’re finished changing, we’re finished.”
So what can leaders do?
Leaders must first work to understand change. We often downplay some of the most basic concepts of change. Many people in leadership roles are not threatened by change. They sometimes have difficulty assessing the intensity of the impact at ground level. They are looking at a much bigger picture.
What are they leaving out of the equation? Probably the biggest factor is that change – no matter how small – takes time to implement. Just making a change and saying so, doesn’t make it so. If employees haven’t bought in, you might get compliance but little more. Change experts agree that employees go through five stages as they make the transition – much like the five stages of grief!
- SHOCK is first. Denial happens here.
- EMOTION is next, usually anger. Once the shock wears off, people get upset.
- BARGAINING follows. Maybe the change doesn’t have to be as radical as it seems?
- DEPRESSION accompanies all change. We grieve our losses no matter how insignificant they may seem.
- ACCEPTANCE finally comes. This occurs when people have come to understand the change on an intellectual and emotional level. Only then can they move on.
This process cannot be charted out on a timeline. Experts tell us that it takes 1 to 1 ½ years to work through these five stages – and that doesn’t mean 2 to 4 months each. Every person moves through the phases at their own rate. For example, Phase 1 – Shock, may last 24 hours while Phase 2 – Emotion, lasts for months. It is possible for a person to get stuck in any one of these stages. Moving on may be extremely difficult, or even impossible.
Bottom line, acceptance of change will not be immediate. It takes time. We must be aware of the stages of change and provide support. Otherwise, employees with best intentions will begin to resent what is happening. They may become emotionally or physically ill. They may become “difficult.” Burnout and turnover may occur.
WHAT LEADERS MUST KNOW
- Change produces fear.
- Perception is distorted in times of change.
- If you don’t regularly share information, the wrong information will be shared.
- Honesty is a necessity.
- People need stability – change is best in small chunks.
- Grieving is normal and necessary.
- Dealing with change is stressful – help employees take care of themselves.
- Taking time to meet as a team for the purpose of doing something fun, is a must! Virtual meetings can be fun with planning!
- You must provide opportunities for employees to share stories, experiences, and good news.
So now we are in a time of great change. Seize the opportunity! In many ways, we have been given permission to work in ways that we never thought possible. This is a time when people are more open to change – go for it!
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