Change Management
3 Common Obstacles You May Encounter When Managing Change
Change is simple - it’s anything different. People often think change means something is getting taken away. Sometimes things are added, things are shifted, things are growing. Change is just change, and change isn’t necessarily negative.
However, change can seem scary. It becomes a lot less scary when you prepare for it versus reacting to it. One thing we know for sure about change is that it’s inevitable. Reacting can feel chaotic but planning for change can help you navigate uncharted waters. The world is changing and you need to change with it or get left behind.
This article covers some common obstacles you may come up against while working your way through organizational change.
Three common obstacles you may encounter when managing change are:
You avoid it
You don’t plan for it
You don’t reflect once the change is made
1. You avoid it
You already know change is inevitable, so how can you embrace it? Before you even start planning, consider, why is this change necessary? Is it worth the effort? Is it going to happen whether you like it or not? Then, imagine the outcome and how this change is pushing your organization forward or solving problems.
Once you know the change is needed, avoid thinking of change as a starting point and a finish line. That will make it seem more intimidating than it is. You don’t have to get from point A to point B overnight. Take it one step at a time. What is your first step? Then what’s the next one? Breaking it down into baby steps will alleviate some of the pressure.
Another way to overcome your fear of change is by looking it in the eye. Try naming specifically what you’re afraid of. Maybe it’s new software you don’t know how to use. Maybe it’s launching a new initiative and you’re nervous it won’t work out. The more specific you can be about hiccups you might run into, the more planning you can do to prepare for the worst!
2. You don’t plan for it
Without a plan, you might not have the confidence or skills to complete the change if you encounter a barrier. The best way to plan is Dr. John Kotter’s model for change, which has three phases and eight total steps.
Phase 1: Prepare to change
Create a sense of urgency
Identify a group of changemakers
Be clear on the vision
Phase 2: Implement the change
Communicate the vision through your changemakers
Make way for action by removing obstacles
Address and celebrate the short-term wins and use them as fuel, but don’t declare victory too soon
Phase 3: Manage change
Make sure your change is ready for the long haul
Anchor those changes in your organizational culture to make sure it sticks
3. You don’t reflect once the change is made
To leave out the reflection is to leave learning opportunities on the table. When you reflect, consider your obstacles. What did you overcome and how did you learn from it? Your reflection can be simple notes you’ve made throughout the process, a formal survey to staff or stakeholders, or a team meeting. The reflection will help you solidify the learning long term and entrench the change in your organization. This month, we’re covering a lot of reflection - check us out on social media for more tips.
No matter how prepared you are, change can still feel overwhelming. If you need help facilitating change or putting together a strategic organizational shift, get in touch and let us help with a custom action plan.