POWERSKILLS
By Lola Gershfeld, Psy.D.
Leading teams and organizations through periods of change is a formidable challenge that managers and leaders must often confront.
Change management is a complex and sensitive topic, as it often brings about stress and uncertainty among employees. Studies have consistently shown that when change is proposed, stress levels rise within organizations, and employees’ responses are varied and complex.
In this article, we will explore the reasons behind the difficulties of change management, the importance of transparency and trust, and how to create a fertile environment for successful change.
Change, be it in organizations or personal lives, is often met with resistance and anxiety. This resistance arises from a deep-rooted attachment to the status quo, a love for the familiar and a fear of the unknown. This phenomenon is commonly referred to as the “love and hate of change.”
People are naturally inclined to defend the way things are, even when they desire improvement. This paradoxical relationship with change often results in the preservation of the status quo, even when it is detrimental.
One of the most poignant examples of this phenomenon is observed in individuals who remain in abusive relationships because it is what they know, adhering to the adage that “the devil you know is better than the one you don’t.” Similarly, within organizations, there will always be a contingent of individuals who staunchly defend the existing situation, making change management even more challenging.
Another significant challenge in change management is the transition phase, the journey from the current state to the desired future state. This transitional period can be prolonged or brief, but it always involves a space between the old and the new.
Recognizing and understanding this transition phase is crucial for facilitating successful change. It is a time when processes and procedures adapt to the evolving situation, and it allows for the honoring of the past, a crucial step for those leaving behind what they once valued.
Additionally, individuals often struggle to imagine a new future with confidence and trust. This lack of faith in change can lead to suspicions of hidden agendas, creating further resistance to change. Therefore, transparency is paramount in addressing these concerns and facilitating a smoother transition.
To make change more manageable and reduce stress among employees, leaders can employ several strategies:
Leading through change is undeniably challenging, but it is also an essential skill for effective leadership.
The love and hate relationship with change, the complexities of transition and the need for transparency and emotional connections are all critical aspects of successful change management. By recognizing these challenges and implementing the strategies outlined in this article, leaders can minimize stress and foster an environment conducive to positive transformation.
Change becomes an opportunity for growth and improvement when handled with care, empathy and foresight, ultimately leading to a more resilient and adaptable organization.
Lola Gershfeld, Psy.D., is CEO and organizational psychologist for EmC Leaders. Email her at lola@emcleaders.com or connect through https://www.linkedin.com/in/lolagershfeld/.
