Change happens all the time. In fact, I’m pretty tired of using the term change because it is either perceived as a threat, or is completely missed by those who are simply unable to let go of their prehistoric, I mean traditional leadership styles.
Instead of rambling on about change theory and the leadership development programming that supports it; I’d like to explore what we as leaders, particularly in HR think about during periods of change.
How do you prepare? Do you consult with anyone prior to things starting to churn? Are the political realities all accounted for in your mind as your organization barrels ahead? Do you even know the “real” dynamics involved?
These questions are important to consider, perhaps even make some notes privately to get things organized in your mind. Change is very often good…until those impacted feel threatened. Then change isn’t so much fun for them…or those around them.
Pitfalls and Post Mortems
Oh, wait. There’s people involved in every change process. Now I get it…turns out human behavior is nearly impossible to game plan.
I’m not willing to default the change challenge to human nature and be done with it. Somehow there has to be a way to think through and do a better job planning for, and reacting to the behavior of others during times of change. What do you do?
I’d love to hear from you.