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Lessons from the Great American Leaders & How They Apply Now

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Personal Techniques to Handle and Adapt to Change

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manonphone

The Greek word metamórphosis means, “changed or transformed.” When individuals accept that change is a natural part of their organizational environment, they cease resisting it and are thus transformed. They henceforth evolve with the ongoing changes that take place in the organization.

Most people fear change. In the workplace, leaders’ fears are fed by a feeling that if they attempt to initiate change, they will lose their job because their superiors will not support their efforts. Leaders also resist change due to the time constraints associated with their existing responsibilities. If time is taken from these, they fear their core business will fail, resulting in everyone being out of a job. Additionally, change is an unknown. Since leaders might fear what the unknown will bring to their organization, they attempt to ignore it, hoping it just goes away.

Leaders must comprehend that what they fear is the organization-threatening choices that companies are faced with after ignoring the earlier and obvious need for change. At such a point, the organization has no other option but to make a decision or perish.

Leaders must learn to accept that change is here to stay and something that they must deal with in small and incremental steps that allow the organization to evolve. Taking the proper far-sighted approach ensures that a company will not have to face the organization-threatening changes that everyone fears.

Before leaders can deal with organizational change they must first accept change personally and professionally. If they can hone personal techniques to handle and adapt to change, then they can adjust these techniques to the workplace and their leadership style. These methods are discussed below:

Acceptance

Individuals must learn to accept change. Whether they realize it or not, most people currently in the workplace grew up in a dynamic environment characterized by change. Since the 1960s, society has been subject to drastic change stemming from events such as the civil rights movement, Vietnam and Watergate. All of these pivotal events spurred waves of change that have impacted everyone’s lives to this day.

Since the 1980s, society has seen monumental advances in technology that have changed everyone’s lives as well. The introduction of the personal computer, fax machines, cell phones, email, VCRs, the Internet, mobile computing devices and a host of other technological devices have literally changed the face of business and personal lives.

Whether or not one would admit it, life has changed, and most changes have been quietly accepted and integrated into many people’s lives. And many would agree that it has made their lives easier and better. So if people fear change, then they would be well served to go back over their lives to see how they have handled and adapted to change. Most would probably agree that it has been a slow, incremental process that they have hardly noticed, except in hindsight.

Observe Change

Every time individuals buy a new car, a new electronic device such as a computer or DVD player, or a new consumer product such as self-rising pizza crust, they are accepting change. Since these changes are small, they are not the life-threatening events everyone fears; yet, they are still changes. Obviously, individuals can resist or deny change by choosing not to purchase these products, but most feel they have no other option, and subsequently think nothing of it.

As leaders learn to handle change in the workplace, they should begin by observing the countless changes made in their personal lives. They should note the impact these have made and how they felt about the results. These reflections should help leaders learn how to adapt in a constantly changing workplace environment.

Learn Personal Flexibility

Inflexible individuals have the most difficulty adapting to change. These are often older people who grew up in a more stable pre-1960s environment. They liked the way things were and resisted even the smallest changes. However, this description does not characterize everyone who grew up during this period. Many, in fact, have found the changes in society and technology liberating, making their lives easier and more productive.

It is not age so much as mindset that is important. Leaders must learn to become personally flexible. Anyone can become more flexible by learning to change some of the minor details in their lives, such as eating at a new restaurant, rearranging the furniture in their homes and offices, changing a hair style or taking a vacation somewhere new or unknown.

When individuals learn to be personally flexible and adaptable, they can easily do the same in the workplace. It starts with taking small, incremental steps and then observing the effects and consequences.

Look for Small Opportunities

Life outside the workplace provides individuals with many opportunities to change and improve their lives. Individuals should become more aware of the countless opportunities for change. Most people can make these changes without a second thought. As a personal lesson in accepting change, leaders should look for small opportunities they can seize to change their lives. They should learn to evaluate their personal decisions and analyze the impact these small changes have on their lives.

Experiment

Individuals should experiment with various methods of change. When they experiment, observe and learn from the results in their personal lives, it should be easy to translate these lessons to the workplace.

It is notable that most people are more conservative about changes in their personal lives than at work because they have to pay for the changes out of their own pocket. At work, on the other hand, they are spending the company’s money. This is not to say they have lost their thrift altogether, but it makes a difference that the monetary costs associated with change are not their direct burden.

Excerpt: The Impact of Change on Individuals: Pinpoint Leadership Skill Development Training Series (Majorium Business Press, Stevens Point, WI 2011) $ 16.95 USD

Related:

Dealing With the Challenges of Change

Managing Change: The Transition From Chaos to Order

You Keep Innovating if You Want to Keep Leading

Anticipating and Handling Employee Fears of Change

For Additional Information the Author Recommends the Following Books:

Facilitating Change: Pinpoint Leadership Skill Development Training Series

Improving Workplace Interaction: Pinpoint Leadership Skill Development Training Series

Improving Communications in the Workplace: Pinpoint Leadership Skill Development Training Series

Dealing with the Challenges of Leadership: The Pinpoint Leadership Skill Development Training Series

Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews‘ Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018

Copyright © 2013 Timothy F. Bednarz, All Rights Reserved

Defending Against Personal Burnout and Frustration

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fearfulman

Many leaders will associate the implementation of change in their organization with elevated levels of stress, frustration and anxiety. These pressures, combined with a typical staff reduction that often requires leaders to accomplish more with less, can lead to personal burnout.

Change management, as incorporated in many organizational plans and strategies, often leads to personal burnout, as rather than take small, incremental steps that allow organizations to evolve. Many will stagnate and resist change until the company is severely threatened and must make huge, destabilizing adjustments to survive.

It is important for leaders to understand that large, overwhelming changes will typically shake up the entire organization as wholesale modifications occur in the way business is conducted. The process is time intensive and traumatic for everyone involved. People require time to recuperate after the event is over; wholesale changes often result in personal burnout.

Undoubtedly, quick and/or frequent change can lead to burnout. However, even in the face of ongoing change, leaders can use the strategies outlined in this section to defend against burnout and frustration.

Part of the Job

Effective leaders accept that change is a normal function associated with their jobs. In this way, change is no longer perceived as an event that threatens the organization, but simply a normal function of everyday business activity.

Leaders who embrace change plan small, incremental adjustments that help their organization slowly evolve and adapt. As a result, the company will eventually see an increase in productivity and efficiency. All it takes is a change in the leader’s perception to reduce the stress and pressures that he or she once associated with organizational change.

Anticipate Rather Than Resist

When people oppose change in their organization, they end up focusing their energy on resistance rather than acceptance. This focus saps the energy required to maintain productivity and effectiveness, which ultimately leads to burnout.

On the other hand, leaders who accept and anticipate change learn to harness its momentum to their benefit and use that energy to enact change throughout the organization, producing positive outcomes and results.

Pace

When organizations implement wholesale changes out of necessity, it can be overwhelming. Many of these changes include layoffs, which increase the intensity of the situation and overburden the leader. In turn, stress and anxiety levels go up, resulting in personal burnout.

However, when leaders plan for ongoing change, adjustments are made in small, incremental steps that allow the organization to transform itself on its own terms. Once done, wholesale organizational change is eliminated, as is the stress and intensity of change.

Incorporate

The incorporation of small, incremental changes into daily activities allows the organization to grow and evolve while simultaneously increasing productivity, effectiveness and efficiency. The incremental nature of change allows leaders to build it seamlessly into the organizational culture.

When the organization accepts change as a daily occurrence, leaders don’t really feel pressured nor do they experience high levels of personal stress and anxiety. This greatly reduces personal burnout.

Experiment

Leaders that learn to accept and incorporate change into their daily responsibilities also learn the value of experimenting with new ideas and concepts. They discover that small changes can be tested with minimal impact and that lessons can be learned from all successes and failures. These lessons are ultimately incorporated into adaptations made by the organization.

Experimentation also helps leaders reduce risks associated with change. And less risk equals less stress, frustration and anxiety—all of which are associated with burnout.

Related:

Anticipating and Handling Employee Fears of Change

Dealing with the Challenges of Change

Managers as the Facilitators of Change

Excerpt: Impact of Change on Individuals: Pinpoint Leadership Skill Development Training Series (Majorium Business Press, Stevens Point, WI 2011) $ 16.95 USD

Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews‘ Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018

Copyright © 2013 Timothy F. Bednarz, All Rights Reserved

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