When we went through our middle, high school and college education we often unknowingly dealt with a major issue in life…change and transition. If you recall, it always seemed as if we were just getting to know the class and actually appreciating the teacher and then, time for a new class; new people, material, issues, relationships and our only break was a weekend…which we usually didn’t spend focusing on the transition and ‘life after’ the last class…we didn’t know any better.
David Riklan, promotes the idea that a critical distinction needs to be made between change and transition and I love this. The trouble usually lies within the new workplace evolutionary process, not the new data that things are going to be different.
"It isn't the changes that do you in, it's the transitions. Change is situational - the new site, the new boss, the new role. Transition is the psychological process people go through to come to terms with the new situation. Change is external, transition is internal." (William Bridges)
The way we feel about this transition may impact our home life, nutrition, motivation levels, and personal relationships. "Managers who successfully transition increase their contribution to the organization by 200 - 300%." (Gene Dalton/Paul Thompson, Harvard BusinessSchool, Organizational Dynamics Research Article)
As this last quote implies, our ability to make/create the transition for our employees has an exponential personal and professional impact on the workplace. If we do not make the necessary adaptations when change and transition occur or adequately support them when conflict arises, countless people will be impacted, morale and loyalty will decrease while turnover and lack of trust may skyrocket.
This critical distinction between change/transition allows us to better understand, reframe and manage employee’s needs and expectations from a holistic perspective…i.e. considering the entire person, not just their brain when focused on work related issues. When change occurs, we must help each employee feel successful with a new mission, experiences, requirements and/or relationships.
Without a doubt, change and transition creates sensitive working environments, moving targets, lean operations and plenty of opportunity for conflict. That said, it can also be an opportunity for leaders to build trust, collaboration, buy-in, connection and increased levels of individual and team performance.
Comentarios