by: Steve Hubbell & Bruce Marxsen, Professional Development Officers,
Lincoln Composite Squadron
is all around us. We are living in a sea of change and there is nothing
we can do to stop it. In order for us to adapt to change, we must first
understand why change must occur in our lives.
is inevitable, as we see in various forms of evolution.
is necessary, as demonstrated in modernization.
is emotional, because it gives us an unknown.
is exciting as it presents us with challenges we need.
"I like the dreams
of the future better than the history of the past. Change provides an
opportunity to mold our future and make our dreams become reality." -
- The unknown
of future standards
protection of habit
from a comfort zone
feeling of new tasks or situations
all over again
as a natural part of life
as the key to a fulfilled, satisfying life
as a challenge
would be boring without it
mental stimulation and variety
of moving forward and making progress
Types of Change-
As we see
from our management/leadership point of view, there are nine basic types
of change over which we have little control, all or most occurring in
every person's life:
is seldom isolated. It is usually accompanied by other changes
- We prepare
for big changes, but are not prepared for the number and impact of associated
- It is
more wise to act rather than to be acted upon
to change is natural
is purpose and meaning in every change
change, the status quo becomes negative over time
to change releases energy and decreases stress
is accompanied by a feeling of loss
makes people resist change
Feelings of Loss- There
are common feelings of loss from change:
of Change- A
Shock, state of disbelief, refusal to accept change
Resistance- Negative attitude, opposing implemented change
Negativism and anger dissipate, possibilities do exist
A desire to move on, but no clear direction
Full acceptance of the change, a sense of balance
happens more rapidly than ever before. Not all people are quick to embrace
change. With every new initiative, some will put up real resistance, providing
a barrage of reasons why there should or should not be change. Managers
and leaders must be on the alert for resistance, cynicism, or foot-dragging,
while still respecting the real concern the people have for the change.
A good leader must be able to apply the best strategies for innovative
of Change- Questions
to be asked:
aspects of the change can I control?
can I have impact during the change?
do I fit in?
results do I want to avoid?
outcome do I want to help create?
do my personal goals fit within the change?
has worked for me in the past with regard to change?
Others Through Change-
has shown that people respond more positive to change if they feel they
have some control over what is happening. The following are ways to help
people overcome resistance:
Be honest and direct, explaining the need and how it will affect them.
Listen patiently to their fears and do your best to alleviate them.
Validate their feelings with agreement or empathy.
People respond more positively to change if they feel they have some
control over what is happening. The more they get involved, the more
confidence they will have.
Patient- Change should not be implemented until everyone knows what
to expect and has had a chance to express concerns.
is no denying that change can stir up fears and emotions that lead
to resistance. But, by recognizing these barriers a good manager can
facilitate meaningful change.
to Adapt to Change-
- If you
have a loss, decide what you can do to fill the void.
a new mind set to adjust.
- Do not
invest your time and energy unwisely.
go of that which you have no control.
care of you first.
with the change.
and adjustment occur faster when people are not overwhelmed.
a sense of mastery over your life.
the unknown is the major reason people resist change. The element of a
surprise in a proposed change can be shocking, so it is not surprising
that the first reaction to change is often resistance. Fortunately, keeping
the people informed and involving them in the planning and/or implementation
process can mostly alleviate this fear. Another barrier to change is the
fear of obsolescence, where people feel that the change will make their
skills and competencies obsolete. This fear can be negated by instituting
training programs to help the people better understand the change and
to develop new skills.
for more CAP Professional Development Resources
OF THE EDUCATIONAL MATERIALS: You
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© 2005 Lincoln Composite
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