Managing  Through Change

 

There have been many books and articles written about change management. From Jack Welch to Peter Drucker, much has been written on how to successfully navigate through change.

 

As a coach working primarily with business professionals, I see the challenges leaders face as they manage change.  That is because each of us approaches change in different ways based on our temperament, world view or immediate situation.  Sometimes change is sudden and unexpected and sometimes well planned.

 

One of the things I have come to realize is that there are 4 primary stages of change.  I thought as a way of sharing some of my coaching experiences - this may assist many of you as you prepare for the New Year and changes ahead.

 

Stage 1 - Resistance  Even if we are taking on change and see the positive benefits for ourselves, we will initially feel resistance. This is because change requires us to do something different, learn something new, and behave in new ways.  I can remember buying a new software application years ago and getting so frustrated in learning to install it - wondering if it was really worth it. Now of course, I buy apps for everything and it is simple.  

 

Stage 2 - Open  Once we have moved past the resistance, we begin to see new possibilities and become open to work through what is needed to realize the benefits of the change we are involved in. We begin to get curious, challenge ourselves and ask questions to understand what is needed to be successful.

 

Stage 3 - Practice   This involves doing something new for a period of 21 days so that it seems to become "normal."  The more the change is applied, the more confidence is built and people become trusting of the new situation they find themselves in.

 

Stage 4 - Internalization  With any change, if attitudes, behaviors and structures are in place for 21+ days, then internalization occurs.  This is when people stop thinking or reacting to the change, embrace it and begin to see results and gain confidence.

 

In coaching leaders of organizations or even in working with family systems, this 4-stage model is reinforced again and again.  A word of caution; when facing resistance, it is imperative for those leading change to remain consistent in what they are communicating and how they are behaving that will demonstrate alignment and supports the change.  If there is inconsistency, well then ...... you get to start the process all over again.

 

Look forward to seeing our Blasts coming out 

the next few weeks where we share 

coaching tips that will support people and businesses 

in the year ahead.