Learn. Adapt. Evolve.
Change is a constant, in all walks of life. Whether personally or professionally, you’ll need a plan for changing times ahead.
Change, Uncertainty and Unknowing
The ability to adapt to change is fundamental to the success of individuals and businesses. A reaction to change, be it physical or psychological, is perfectly normal. We all react to change, we have a range of reactions, and we are all different. Some like change; they thrive on new ideas and challenges. Others don't like change; those people thrive on stability and familiarity. We all have to learn how to help ourselves and our colleagues understand the forces of change; and discovering how to utilise all reactions in a positive way will enable us to manage change effectively, allowing us to enrol others and minimise waste time and effort while getting into action moving forward.
Change isn’t just good old 'change' any more. The level of uncertainty and chaos in life has increased. Time is getting shorter and shorter. It used to be we could expect change in fairly predictable time frames; there were births and deaths in the family, a mid-life crisis happened at forty, the occasional business failed. To an extent that is still the story and handling those issues of change, transition and transformation eventually pass and we get on with the next phase of our lives.
But change is changing – we are caught up in the awareness that everything is not what it seems, events are happening too fast for us to keep up with. It is time to think further about how we perceive and measure change and make the most of our experience in this rapid, ever shifting context – there is much to be explored.
HR Manager, Australia
“The tools we worked through have certainly given me a different way of thinking about my own and others behaviours. Personally, I had a cathartic moment when my change was played back to me. I feel satisfied that I’m on the right pathway for our change journey.”
Communications & Change Lead, London
“Many managers don’t open up conversations about change because they aren’t equipped to deal with the consequences of the conversation becoming difficult. This gives them a simple technique to use. I can see them grow in confidence in beginning the work which will then move the organisation forward.”
Delegate feedback, via SurveyMonkey