The bigger the change, the more time it is likely going to take.
- We need time to understand the change. Especially if that change is radically different from everything we have done before
- We need time to figure out how the change fits in with our current environment
- We need time to figure out what new thoughts and behaviors are needed to accompany the change.
- We need time to absorb these new thoughts and behaviors.
- We need time to learn these new thoughts and behaviors and put them into practice.
- We need to put the reinforcement mechanisms to encourage the new thoughts and behaviors
- We need to put in the punishment mechanisms to discourage behaviors that undermine the change
- We need time to encourage positive behavioral repetition. Make the change a habit.
- We need time AND PERMISSION to make mistakes and reflect on those mistakes
And yet, we keep doing Change like it is an event that is supposed to be covered by an IT implementation or a Training Class. One and done.
Uh – no.
Change fails because of people.
People want to be heard and respected.
People need time to process and figure out how to make the change work for them.
People need support so that the change not only feels safe(r), but also so they feel that the change is beneficial TO THEM. And if it really isn’t beneficial to them, don’t lie about it. Let them make a decision to make their OWN change.
Are you willing to provide the time and support your people through the process?
This post was inspired by Michael Hyatt’s Change Without Backlash. He talks more about outreach, but his comment “Give your leaders time to process the change you are calling for….” got me thinking….
I’ve talked about this before: