Little Guide to Change at Work – How can I stay in control of the change process?

What makes you tick

The Little Guide to Change at Work – How can I stay in control of the change process?

Yesterday we looked at how our own choice’s can impact our experience of change in the work place. We rounded off by looking at the three typical questions that usually pop up as you move through a change process, along with a few tips of how to tackle them. Today we will look at a powerful way of addressing the question: How can I stay in control [both personally and professionally of the change process?]

The first thing to say at this point is SUCCESSFUL CHANGE DOES HAPPEN. Taking into account the factors to follow and judging what our own position in relation to the change, creates light bulb moments and releases mountains of stored up negative energy for allow you to move forward more positively.

Let me tell you a story..Terrible twos

Have you ever experienced the ‘terrible two’s?’ Examining an approach to this problem gives us a fabulous insight and a model to work with to deal with change at work.

Meet Ben. He is two and a half and challenging his Mum and Dad to the limit. They know trying to instill good behaviour is the only way forward. They are desperate to change his bad behaviour. They are busy working parents who adore and cherish their son, but nothing they seem to do effects a change for the better. Quite often it feels as if they can do nothing right and it all just gets very emotional and tiring. Joe, Ben’s Dad, was sharing his woes at the coffee machine at work. His colleague suggested to look at the problem from a different perspective. They explained the first step is to let the child know what they are doing is wrong. They need awareness there is an issue. Joe explained he always does this when he is upset and tells Ben what he is doing wrong. Joe said simply knowing that it is wrong, however, does not stop him on most occasions. His colleague explained this is because Ben’s natural inclination is to test the boundaries and push the limits. “Arr” said Ben, “Tell me more..”

“Consequences are required, either positive or negative. This will then impact Ben’s desire to change.” He went onto explain how the process can not stop there. Given proper motivation to change, Ben needs a role model to understand what the proper behaviour looks like. Joe admitted at times he had lost his cool and shouted in sheer frustration, hardly displaying the behavior of a positive role model for Ben to follow, to the contrary in fact. Joe blushed. Bens colleague said not to worry and went on to say children need examples to give them the knowledge of what the correct behavior is. Next, Ben will need practice. Few children can change immediately. Joe then clicked. He said this will need to be an ongoing process, getting Ben to develop the ability to act in a new way! “That’s it! That’s it!” Joe cried out. Joes colleague intervened quickly, tactfully pointing out that although Joe was absolutely right there was one final step required to ensure success – reinforcement to keep the good behaviour going. This could be in the form of positive encouragement or other types of reward. Joe smiled again. “That’s even better” he shouted out. “When I’m a good role model, Bens behaviour is reinforced! That means we get to go to the zoo when we are both good. I get to see the lions, monkeys, dolphins and elephants too!”

Have a look at where you think you sit today in relation to the words in bold. Look at the choices you have already made (Considering yesterday’s post with regard to negative choices) Now examine the new possibilities with this new insight.

Tomorrow I will guide you through an example personal to you.

 Power Tips to Empower People

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