Change Management: An Introduction

The Introduction section to my book, “Shift: A Strategy ‘Geared’ To Solidify School Finances,” states that we all have an aversion to change for a few reasons.

First, change is inevitable.

Second, it’s not so much that we fear the event itself, but that we do not know when it will happen.

Third, change is perceived in a “macro” sense. When someone announces “changes are coming,” the understood connotation is that there will be “big” changes!

Fourth, change is seen as an event, when it’s really a process. If change happens too fast, disastrous consequences can result.

Fifth, and lastly, the result of a change may be prolonged change, which simply extends the frustration, and sometimes, causes those affected by change to want to return to “the way things used to be.” Since “the way things used to be” is sometimes synonymous with “the way we’ve always done it,” individuals with that mindset believe all the complications that can be caused by change can be avoided if change just doesn’t happen. Unfortunately, when the rest of the culture and society is changing, sticking to the way things have always been done will ultimately lead to the greatest inevitable change of all.

Change is ubiquitous. Even though we might not recognize it, it’s happening all the time. Even when we realize it’s happening too fast, there’s little we can do to stop it. The most unique characteristic of change, however, is that while it is feared, it is also desired. Otherwise, why would there be crowds of people who rally together for a common cause and shout, “What do we want?” and the reply is made, “Change.” That’s usually followed by, “When do we want it?” and the people say, “Now.”

The real issue is that we, as individuals, want to be in control. An individual wants some things to change, but not others. A father may want his employment situation to change so that he can better provide for his family, but while he’s working toward that goal, the children grow up. By the time he reaches his goal and is able to spend more time with his kids, he realizes the kids aren’t interested in playing catch with their father anymore and would rather spend time with their friends.

In this example, we can see that prioritization is important when dealing with change. Two other necessary components are communication, and openness.

Next month, a little more about change, and how we can change our current mindsets about change.