Seven common reactions to change and how to respond to them

People have a lot of emotions and perceived limitations around change. One way to solve this is to ask people in pairs to go through an exercise where they secretly make changes to their appearance and then let their partner see if they can identify all the changes they made. First, let them make five changes. In the second round, you get them to make ten more changes.

Sometimes people think this is an observational exercise, but it is really a change exercise. Below we share a few observations about people’s reactions to change. See if you have experienced any of this:

 People will feel uncomfortable, how and why should I change my appearance? Change means doing something different and as such, people will almost always react with some degree of discomfort. It is a fact that if you do not feel uncomfortable trying something new, then you are probably not doing anything different. Be aware of people’s feelings when changing.

2) People basically focus on what they have to state. It is human nature that the individual’s first reaction to a proposed change is a personal sense of loss. To get ahead, you have to deal with this feeling of loss. It may seem silly, but individuals need to be given a chance to mourn their losses, perhaps just by having time to talk to others about how they are feeling. Give people a chance to digest what’s going on.

3) People will feel alone, even if everyone else is going through the same change. It is also human nature to have a “Why me?” attitude about change, even if everyone around you is facing exactly the same thing. For the change to succeed, it is crucial for people to feel connected to others and understood. Offer people the support they need.

4) People can handle only a certain amount of change. Beyond a few changes – or even just one if the change is significant – people become paralyzed and less productive. The best response: Have a clear plan and strategy for focusing people’s energy on the desired behavior that will yield the best results.

5) People have different levels of acceptance for change. Although almost everyone will experience some resistance to change, some people will begin to experience excitement for the change, while others will dread and resist doing something different for as long as possible. Expect that not everyone will be at the same level of acceptance for change.

6) People will be concerned about having enough resources. If individuals in an organizational setting are asked to do things differently, they may perceive that they are asked to do more and will need additional resources. Remaining competitive in today’s markets, on the other hand, requires organizations to be more productive with the same or fewer resources. Be ready to explain the need to tighten the belt.

7) People will long to return to their old behavior. Usually when the focus on a change process ends, people hope to return to what they did before. While this behavior is natural, leaders need to counteract it. When we return to old behavior, we lose everything. Helping people understand change keeps everyone focused forward – and that’s a good thing.

Keep these seven common reactions in mind as you deal with recent extreme changes. By providing the support people need to adapt in a good way, your organization can navigate these extreme times of change. Remember that you are not alone. Remember to extend a hand for help.

TEXT: Ken Blanchard Best-selling author, speaker, leadership expert and thought leader and Pål Lillebø, founder of Blanchard Norway, MSc in Economics from NHH, and experienced and professional leadership developer.

by Abdullah Sam
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