Why is it that change is so hard for so many of us? Me included.
First, as human beings we don’t like uncertainty, and change – almost
any type of change – inherently involves at least some element of risk. Strike one!
Secondly, some people may associate change with a loss of
power or a diminished position of authority.
This perception may even extend so far as to represent a threat to job
security. Strike two!
Finally, in some instances where complacency has taken
hold of an organization, some people are just anchored to the status quo. Change to them means hard work and that might
be a price they are unwilling to pay – even in the face of financial loss or
missed opportunity. As Thomas Edison
once said, “Opportunity is often missed because it’s dressed in overalls and
looks like hard work.” Strike three!
No matter how great your vision, no matter how brilliant
your plan, any effort at organizational change is doomed unless the level of
dissatisfaction of all participants is high enough to overcome the “three
strikes”. In other words, unless the
anticipated outcome of the change invokes a strong desire in the individual to
want what the promise of change offers, there is little hope for a successful
outcome.
So what does this mean for leaders? You have to paint a picture of what the
outcome of the change will look like and contrast it to the likely outcome if
no change is made. It needs to be
compelling and it needs to inspire your people in a very real way – now is no
time for manipulation. Be prepared to
deal with objections and be honest. Your
people are looking for a reason to follow you.
Are you ready to step up to the challenge? Batter up!
