If a butterfly flaps its wings…
More reorganisations, changes to ways of working and the constant challenge with changes in the economy and market trends…. We notice big changes, but do we also notice the small? And how can we help ourselves and our colleagues to cope and adapt?
When we get made redundant or join a new company or buy a new house, these ‘big ticket’ items stand out in our memories as significant.
We might give ourselves time to consider the effects of that change and wonder how to accept the new normal. But what about those smaller changes in life that can have equally big impact?
Getting a new colleague, realising an aspect of our work has changed, or that we now need to work closely with a different team. These are relatively small changes. Yet these things can cause emotional reactions and upset our routines, so whether a change that we face is big or small, it is good to acknowledge how we are feeling and support ourselves and others through the change journey.
You have probably come across the concept of ‘The Change Curve’ before – based on the work of Kubler-Ross on grief. When something changes in our lives and work, it can feel just like grief, as we process the loss of life the way it used to be.
The change curve provides an overview of the emotions that people often go through when faced with change. This is not linear – some people skip steps, some of us move forwards and backwards, and we can experience multiple places on the curve at once as we deal with different aspects of change in life at the same time.
Considering the impact of change over time in terms of self-esteem and morale, the curve highlights four broad, common responses on our journeys through change:
Denial, Resistance, Experimentation and Integration
You see that blue dot? The turning point at the bottom of the U? That’s where we move from resistance to experimentation. It’s where we spend less time looking at the way things used to be, and start focusing on the way they are now. And fundamental to that most important point on our journey is acceptance.
Below are details on how you might spot which stage somebody is at, and strategies for helping them move forward
Clues to Denial
Shock and Anger. Fighting the outcome, saying why this should not happen or claiming the change will not go ahead.
How to move on?
Confront with evidence of the reality: what will change and what will stay the same.
Create awareness of what will happen when.
Describe the problem / reason for the change & discuss the implications for the future.
Take time to listen and understand concerns.
Clues to Resistance
Pulling back from work, doing the minimum. Stating how they will not engage with the change or showing frustration or going quiet.
How to move on?
Take time to listen and understand concerns, ask questions about what they think. This is critical – people need to feel heard.
Look for quick wins—help them see how the change could benefit them in the short-term.
Challenge assumptions: what do we know vs what is opinion or a guess?
Promote acceptance of what is coming. You might say, “yes there are things we don’t like and also we need to acknowledge that this is the way it is.”
Explore ways to make it work – “how do you think we could make the best of this?”
Clues to Exploration
Suggesting ideas on how the future might work / feel and trying to work with aspects of the “new normal”. Asking questions about how things will work and how to make the best of the situation
How to move on?
Explore solutions: how could you help this work better?
Focus people on priorities.
Set short-term goals and give feedback on progress.
Get people involved – the more people shape the implementation of change, the more they own it and commit to making it work.
Clues to Commitment
Talks less about the way things used to be and more about making the new normal work. Shares ideas on getting the best out of the new way of working and talks openly about both successes and challenges, focused on finding ways to make things better.
How to help people stay here?
Focus people on results
Look towards the future
Set clear goals, adding in some longer-term aspirations and giving regular feedback on progress
Acknowledge and recognise / reward progress and achievements
The focus with these tips is to help people accept change and recognise their new normal, so that they can adapt and make the most of it. And you can apply it to yourself as well. Where do you recognise the clues in yourself? And how can you move towards acceptance and integration?
Because the sooner we move to acceptance, the sooner we can get on with life. We stop fighting the way things are and focus on making the best of now. This is better for our wellbeing and mental health, and it makes all the difference to our productivity and results.
Why not take some time to reflect on your change journeys, and think about how these ideas could help you and your colleagues to better cope with and adapt to changes ahead. Because you can guarantee change is coming.
