Surviving change

AS I grow older, I find more and more people at work accusing me of being a `stick in the mud'; old fashioned and, worst of all, resistant to change. Changes, which they feel, will make the workplace more effective and productive. For instance when my boss announced that he wanted to have a paperless office I was the only one vociferously protesting the move! Coming as I did from a newspaper background, my fascination for the printed word was difficult for others to comprehend.

Why are people so resistant to change and how does one deal with them? Sometimes resistance to change is due to personal and emotional reasons. It is a known fact that most of us are uncomfortable when there is a deviation from the routine. We are apprehensive of change, as it is outside our comfort zone- it is the unknown. Another reason for resistance could be that we fear the loss of the status quo, we fear that we may lose something of value. In business, a restructuring may bring about a change in responsibilities. One may fear that the new responsibilities may not be as satisfying (or simple?). Very often, people fear change as they think that they will not be able to develop the skills that will be required.

Here are a few tips to cope with change when you are not ready for it.

Go with the flow! Develop a broader context for your life experiences. The way you respond to change or the threat of change will depend on what you think your priorities are. If you think that losing your job or not getting that coveted promotion is the worst that can happen, you will respond in a limited and predictable fashion. However if you view that possibility in a larger context your responses will be different. You will be able to take it in your stride.

One of the best ways to deal with the fear of change is to confront it. Refuse to get branded as a victim of change. As you choose your job and friends and so many other things in life, do so with attitude too. If you want to be a change survivor learn new skills, update your knowledge and revel in your education.

People do not mind changes they initiate on their own. What they dislike is being changed. They do not want to apply your logic to their thought processes. Look at the situation from their point of view and convey to them how you think the change would be advantageous to them. If the change means a better deal for the people, then communicate this to them. Also allow them to voice their concerns.

The more control you give to people the more enthusiastic they will be to accept any changes.

Keep your eyes open for areas where the old and the new ways are or can be in conflict. Have a contingency plan for getting them in sync. People like to believe that's how the way things were always!

Never ever factor the people out. The people who are most resistant to change are often part of the change process.

Organisations today realise that being successful means more than buying "the right stuff". It means careful attention to the core needs and values of everyone involved. When you know that you will realise that it is not so difficult to be a change survivor after all!

PADMA

padma.hyd@cnkonline.com