In order to grow in your ability as a business leader you must change. This is basically an empirical law . . . there are no exceptions to this!
GROWTH = CHANGE
Before you change, it is wise to understand that any change is accompanied with a certain level of disruption. This is also an empirical law. The amount of change you go through is directly proportional to the level of disruption you experience.
CHANGE ∝ DISRUPTION
And, with any disruption there is always discomfort! In fact, the level of disruption is proportional to the level of discomfort that you will feel.
DISRUPTION ∝ DISCOMFORT
A few weeks ago I wrote about dealing with organizational change in my post “The Secret Of Organizational Change Management.” This post was based on a great article in Strategy + Business magazine which outlined 10 guiding principles for change.
That post was focused on how leaders should roll out change inside their organizations but it made me think about the flip side of this. How do the employees see change from their point of view? A few years ago I attended a leadership development class that provided a model of how people react when confronted with change. This model is from Spencer, Shenk and Capers . According to the model, everyone reacts to change by moving through the following six stages;
Stage 1: Loss – Employees are shocked by the change and experience fear and trepidation. They are cautious and can be paralyzed and unproductive for a period of time. It is analogous to a period of grieving.