“Our dilemma is that we hate change and love it at the same time; what we really want is for things to remain the same but get better.” —Sydney J. Harris
Isn’t that a great quote? We humans are change resistant, whether we will own up to it or not.
Just listen to others around you. They’re saying, “Why did they have to change that overtime policy? It was fine before.” or “Why are we reorganizing again? Everyone was good with the present org structure.”
Sometimes these thoughts are as mundane as, “Look, they rearranged our office layout AND moved the vending machine to the second floor!” A double whammy!
Author Jenny Han says, “I hate change more than almost anything.”
Having worked in the merger and acquisitions world for much of my corporate career, I know she is not alone in that sentiment.
When we would go into another company, either to create a joint venture, or do an acquisition or divestiture, emotions ran high and sometimes the lines were drawn for battle. “Change OUR culture?” both sides would say. NO WAY! How about changing yours?
Robin Sharma said, “Change is hard at first, messy in the middle, and gorgeous at the end.”
There are critical processes to step through in organizational change management, stages and paces to go through to ensure success, to make it gorgeous for you at the end, whether the change is a new boss, new policy, new location or new job altogether.
Lori will work with your company to transition through these steps. For example,
—Demonstrating the need for change
—Casting the vision to your employees
—Identifying early adopters and “change champions”
—Communicating the big shifts and small nuances as best you can
—Removing roadblocks, either in people or systems that can hinder a successful outcome.
Let us come in and work with you to make your organizational changes as smooth and productive as they can be!