Get over change and channel its pain to good effect

Change is hard, difficult, painful, inevitable.

So why do we not accept all this and move ahead? Why are we surprised by it?

Resenting change and being afraid of it is expected, so again, why the surprise? And, as responsible businessmen and women, surely we should concentrate on making change work for our organisations and our teams and colleagues, rather than fearing it, reflecting on the pain, or complaining about how difficult it is.

How many hours do we all waste on these distractions?

And resistance to change won’t make the change go away.

And, it strikes me, there’s usually a reason for change. (In fact, there is always a reason for change.) That reason might a new opportunity (how often do we assume that?), a change in corporate fortunes, a change in the market in which we operate, it might even be incompetence.

Right now, I’m working as a freelance consultant. Earlier this year, my last employer moved its entire HQ operation from Sydney to Shanghai (a new opportunity for the company), which wasn’t for me.

Woe is me, but so what? Woe won’t pay the mortgage.

New opportunities are spontaneously born from events, new opportunities can be created as a consequence of external events (and a bit of stress!).

Get over change and channel its pain to good effect.

(This post is part of the series derived from my experiences in business over the past seven or so years.)

(PS: this post scores 8.8/10 on the Bullfighter Index, with no Bull – my best-ever effort, I think!)

About alansmithoz

Head of Strategic Business Communications at Australian social analytics technology company Digivizer, with a background in corporate public relations and marketing. I do what I do because I believe communications can make a difference.
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5 Responses to Get over change and channel its pain to good effect

  1. Mark Hubble says:

    Change – Change – Change

    The refuge of those who attempt to hide failure or possibly disappointment in the current status quo. Being seen to move (not necessarily forward) is also one of those distraction techniques disguised as “change” to hide lack of success or to quell nervous energy. That long held rhetoric that “they were collateral damage” as a result of the necessary “changes” to the business, may in some instances be correct however so often this is the focus and not the consequence, and always spouted by lose least effected by it.

    Give me Evolution and or Revolution rather than Change.
    I don’t like the word Change or the price we so often pay for it.

  2. alansmithoz says:

    Interesting. That comment about nervous energy is also interesting.
    If you can harness that energy to good effect, and in the direction in which the organisation wants to go, then it can be a real power for real progress (as you know!). As to collateral damage, I guess if any organisation treats its employees (humans) as objects, there’s something at odds with the culture and its values. I don’t think that’s been my experience, certainly not in recent times, but I have of course seen it from afar.
    My point, though, is that even if (as you say) the reasons for “change” are “wrong” (someone made a bad decision, and others then suffer), you can (and should) still channel the change for productive good.
    Thanks for reading and commenting!

  3. Dr Tim O'Brien says:

    There are many psychological constructs that kick in when we are challenged by change. The least common are constructs that conceptualise change in creative terms – whether it is imposed upon you or not. That orientation towards change makes change work for you. I see too many adults who are involved in the change process (enforced without consultation) who struggle to do what some teenagers and toddlers struggle to do – and that is to make themselves behave better than they feel. behave better than you feel during change and it will make a difference. I always enjoy your blog

  4. Mark Hubble says:

    Tim – that comment is so cool and reading it made my day – “make yourself behave better than they feel”.
    This is going to be my new mission in life, but I will need to put my dummy/passifier away first.

  5. alansmithoz says:

    Appreciate the conversation that’s started, much better than discrete comments, and nice to see! Re-reading Tim’s comments, prompted by yours, Mark, I wonder why we adults do find it more difficult to behave better than we feel? What’s the psychological/physiological trigger for this? Of is it that children have not yet developed the rational understanding of change in action, or the adherence to what went before?

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