Change: love it or hate it? We all think we know our answer to that question. We all think we know how those around us would answer it too. πŸ˜‰ But when you step back and think about it, it’s really not that easy to answer. I typically say that, “I love change”; but I’m becoming aware that that is a false statement. A more accurate statement would be, “I love change that I have chosen.” When you aren’t in control of the change that’s happening, chances are you’re less likely to love it. My heart breaks for the people of Ukraine as they endure inconceivable changes.

Thinking about the change you can control though, I love what a dear client shared with me a few months ago:

I love change. Change means were doing something better.

Obviously, I never get called into an organization who wants to stay status quo. They call me because they’ve identified an area that needs changed for the better. Do all the people in the organization think things should change? Usually not. So, I have the added challenge of trying to make change happen without breaking the spirit of individuals in the process. Some people don’t want their way of doing things to change perhaps not considering that, for the overall organization, a change in process would yield significant results. In difficult conversations, one of my go-to-phrases is:

Is it for the good of the organization?

I ask that of my clients. I ask that of myself. I never want to implement a change that, at the end of the day, isn’t the best thing for the organization. Early in my career, I worked for Honda of America Manufacturing at the Anna Engine Plant. There was a phrase that was frequently said and I hated it with a passion. The phrase was, “We’re here to make engines, not friends.” As a young person with more ideals than wisdom, I thought it was the worst statement ever. Fast forward many years and now I share it regularly in conversations. It doesn’t mean we can’t still be nice and kind to others; but that in our profession, our commitment must first be to what is best for the organization.

So I leave you with these challenges:
1) If you’re the person who resists change, try to think how it might be for the good of the organization, now or in the future. Perhaps that will make it more palatable to you.

2) If you’re the person implementing change, strive to do so in manageable increments and with lots of communication – as in face-to-face meetings not just emails. Spend time thinking through each detail so that the people you are leading will trust you and choose to follow where you’re leading them.
As always, may you have blessings and balance and most of all, peace,