“Are you kidding me? Weekly meetings!” Riley was questioning why Clint, his boss, is requesting weekly staff meetings instead of the long-standing monthly meetings. “Is this the beginning of a new form of micromanagement? Why do we have to change now?” Riley asks himself. “It’s such a burden with no apparent benefit.”

Clint notices Riley’s questioning response about the weekly meetings. The weekly meetings are part of the changes coming to the department. If the team didn’t meet weekly, they would struggle implementing the new software for customer relationship management. Clint needs Riley on board with this change. If Riley would be supportive, it would help management gain support from the rest of the team with this new software.

“If only there was a way to get my team to be more nimble when it comes to change,” Clint muses as he walks out of the office at the end of another long day.

Change: It has amazing stopping power, doesn’t it? The very mention of change will get people digging in their heels to protect how they currently do business.

When we undergo change, there are three basic phases involved. Each one has an effect on our ability to make the change successful.

The Current phase is our comfort zone, where we perform our day-to-day activities with confidence. We understand the workflow processes, how to multitask and anticipate the pace of the work. Our sense of worth, productivity, value and status are recognized from being competent in our role in this phase. 

Next is the Action phase, where we begin to develop new behaviors, values and attitudes.  We now are being asked and asking employees to look at performing our work differently, which will disrupt the current way of doing things.  We aren’t as sure of the outcomes of our work in the action phase.

Finally, we move into the New phase, which is the final stage of crystallizing our thoughts and adaptation of ownership to the new change. The new phase is where we will be working in the future. We have questions as we enter this new phase:

  • Will we be recognized for our contributions?
  • Will we have the ability to provide input and have a share of voice?
  • Will we be able to provide value and be flexible?

You CAN Lead through Change
EHS Today