We are swamped in change and can’t take anymore!

They say change is constant but what if that is causing the people in your organization to be very grumpy and unhappy? What can we do about change initiatives and about change across the organization? Persuasion, motivation, and listening are good answers! Here are some ideas for helping people work through change in initiatives and across the organization.
• Create Hope
We all know things get better and things get worse, most everything in life is cyclical. Picture the glorious outcome when you successfully change. Think about the movie Pay it forward. I know that when you saw the movie, you thought that was a brilliant idea. Decide to be happy and pay it forward. Ok, before you stop reading this, I know you can’t just decide to be happy and it is as easy as that! Believe me I get that. But please read on, I am hoping to get you to smile!
I used to be a self-help book junkie. If there was a problem, the answer was in a book. So if all else fails, write to me and I will recommend a book. What really made me thing about self-help was that we know what the organization should do to turn things around but we can’t single handedly save the organization. What we have is control over is what we do and think and our own happiness for the most part. We determine how to react to change. When there is too much change (change saturation), managers and leaders need to have an open door policy to get feedback and help employees work through change. The leaders need to recognize change saturation as it leads to failed initiatives, productivity loss and the best people start leaving the company. If your company isn’t handling this correctly, you take control of how you feel about things or you hate going to work.
• Are things really that bad?
Think about it. You aren’t stranded in a boat with an imaginary friend (Cast Away).
I read a great article this morning about a college student writing home to mom and dad. She first tells them to sit down while they are reading the letter (a scary start!). She then proceeds to tell them how she was injured when she jumped out of her dorm window because the place was on fire. While she was in the hospital for 2 weeks, she met a nice guy who let her stay in his basement when she got out because she couldn’t go back to her burnt down dorm. She fell in love and is going to marry the guy because she is pregnant. By this point in the letter mom and/or dad 1. Have fainted or 2. Are having a heart attack or are 3. Beet red and banging their head on the wall. The girl goes on to say that none of this is true but she is getting one D and one F. Great tactic for putting things in perspective! The truth wasn’t as bad as the original story.
Today, I was thinking about the cliché “what doesn’t kill us makes us stronger”. I must be stronger because I am not dead and it has been one of those weeks. It is all about how you look at things.
• Why are we doing this?
That is the big question. Command and control management doesn’t work anymore in most industries. Once you start empowering people they take command of their job and ask a lot of questions. They aren’t going along with you until you answer that question. People internalize change. Moving out of our current state comfort zone takes persuasion. Sell the change. When you talk to your people about the reasons for the change and you start seeing that light come into their eyes, you have finally answered the question why should I do this?
I heard the psychiatrist/ patient light bulb joke turned around last week: How many employees does it take to change a light bulb? One but he/she has to want to change! In reality, before the change takes in an organization, almost everyone who needs to change will also need to want the change.

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