|
 Introduction
to Change
Change
is a broad term we use when anything becomes
different or is replaced. Considering
change has such a sweeping definition,
it is not surprising that change is all
around us. Any workday may bring a number
of changes, which can range from fairly
minor details such as the type of coffee
available to major modifications in policy
and procedure. You may also find the equipment
and software you are using is being upgraded,
the people working in your department
are moving to different positions and
new people have been hired. Working relationships
can develop or break down. The size and
nature of your personal workspace may
be affected.
While
this multitude of changes constantly affects
your day-to-day routines and experiences,
adjustments also need to be made in your
work roles, duties, and expectations themselves.
Leadership and organizational structure
can change as well. This might affect
whom you report to and how you go about
doing your work. Health and personal circumstances
also change throughout life and can affect
the type of work you want to or can do.
Even larger, more global changes may affect
our work as people across the planet deal
with economic and political realities.
Since change is obviously a common event
with far-reaching consequences, it is
important to consider how you react to
and cope with it. To successfully navigate
change, everyone must move through four
steps: acknowledging change, accepting
change, adjusting to new realities, and
then anticipating change.
When
acknowledging change you clearly define
what will be different and how the differences
will affect you. Acceptance of change
is an essential next step where you become
ready to move forward. Once change is
acknowledged and accepted, you can begin
to tailor your adjustment to the situation.
A final step you should take is to anticipate
change. By anticipating change, you can
begin the process of acknowledging, accepting,
and adjusting before the next change actually
begins to affect you. This proactive orientation
can place you ahead of the change and
result in much greater preparation for
and ability to adapt to change.
Temperament and Change
Your temperament
will influence how you react and adjust
to change. The actions and interactions
of each temperament tend to reflect underlying
needs. By focusing on and finding ways
to best meet these needs, individuals
of all temperaments can learn to thrive
in times of change.
No
temperament group adapts to change better
or worse overall than any other group.
Each group has its own unique strengths
and challenges. This section will help
you understand these differences so you
can meet the needs of each group during
times of change.
What
the Four Temperaments Seek in Times of
Change
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The
Idealist
• A vision
of an ideal, improved state
• Alignment of the vision with their
personal values
• Meaningful purposes for changes
• Knowledge of how the change will
make things better for people
• Possibilities and opportunities
for people to develop
• Consideration for the effects
of the change on the individuals
involved
• Mechanisms in place to help people
navigate
the change
• Chances to grieve for and deal
with what is being left behind
• General direction rather than
specific steps
for change
• Minimal disruption in organizational
atmosphere and morale
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The
Guardian
• A chance
to share their experiences about
what has already been tried
• Opportunities to preserve what
works well now
• Practical, realistic reasons
for and benefits of the change
supported by data
• A clear, concrete picture of
what the new reality will look
like
• A solid link between the current
and proposed realities
• A step-by-step plan with details
on how to implement the change
• Clear roles and expectations
within the change process
• Incremental change anchored
by current realities
• A clearly defined plan with
measurable outcomes and time frames
• A sense of belonging and identity
throughout
the change
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The
Rational
• A vision
and model for the change
• An overview of a strategic path
forward
• Logical reasons for the change
• A definitive purpose and goals
to be achieved through the change
• A clear rationale for the direction
chosen
• Analysis of possible directions
and options
• Long-term and global benefits
of the change
• Opportunities to conceptualize
and strategize
the change
• A sense of competence and task
mastery
• Independence with opportunities
to modify and improve the plan
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The
Artisan
•
Practical information about the
change
• An opportunity to give
input about how things are right
now
• A clear picture of how
actions will lead to outcomes
• Opportunities to act while
the change is being planned
• Something to do right away
• Concrete actions resulting
in practical benefits
• Practical applications
for the change
• A chance to maneuver and
adapt
• Flexibility and options
designed into the change
• A chance to troubleshoot
problems as the change is being
implemented
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