“Change is hard because people overestimate the value of what they have and underestimate the value of what they may gain by giving that up.” –James Belasco and Ralph Stayer
Many organizations are dealing with unrelenting change – whether new structures, processes or technology. Even in the most positive circumstances, employees will react differently over time and may struggle to adjust. Loss of familiar routines and predictable outcomes can create feelings of vulnerability, anxiety, and stress.
It would be easy to implement change if we could just focus on the process and didn’t have to consider feeling. But the “words” that announce change do not immediately produce the employee’s ability to process the feelings, attitudes and behaviors required to accept and execute as needed. Employees cannot simply be told, “do as I say”. The emotional side of change can take much longer to catch up and as a result, organizations don’t change unless people do. For leaders in particular, it is a challenge balancing work responsibilities with the significant extra effort needed to provide change leadership to support employees as they transition.
Change management is a structured approach to successfully manage organizational change from the people perspective so that positive outcomes can be achieved. Working with your leadership team and staff, EPP Management Consulting can help your organization transition by providing support through a number of different roles.
By working with your leaders, employees gain the assistance they need to successfully transition to achieve positive outcomes with the least disruption.