“We Want American Leadership, “ said a member of a diplomatic delegation of a major U.S. ally. He said it softly, as if confiding he missed an old friend. For those looking for political pundits taking sides in what has … Continue reading
Formula for Change
Very few things conjure up feelings of stress and panic like change. I was having a conversation with a friend about some changes he encountered this week, it was for the most part just a typical week. Except for perhaps one major event in his life; Apple introduced their newest, most advanced operating system yet; “The world’s most advanced mobile OS. In its most advanced form.”
Wow then our conversation took off, he at first fought the change, then decided to go for it and then the panic crept in. He mentioned how he was a little dissatisfied with how things were currently, perhaps in comparison to some of the “other” devices on the market. Apple did an amazing job painting a picture of a vision of what the new OS could mean, but as my friend flip flopped on the decision, back and forth. Should he or not. Finally, after debating with himself for hours, calling me at least 3-4 times, as well as probably another 2-3 people, he wore through his resistance and made the first step to start the download. He found the upgrade setting on his phone, found out he needed to delete some items from his memory in order to upgrade (more resistance) finally started it and in a mere 15 -20 minutes was joyfully playing with the phone. Ahhh stress relieved and life moves on.
Let’s dissect what my friend went through according to the Formula for Change, originally introduced in 1969 by Richard Beckhard and David Gleicher and made popular by Kathie Dannemiller.
D x V x F > R
Essentially 3 things or factors must be present for any substantial and meaningful change to take place:
D = Dissatisfaction with how things are now;
V = Vision of what is possible;
F = First, concrete steps that can be taken towards the vision;
Part of why I think my friend flip flopped on the decision was he wasn’t completely dissatisfied with the status quo. What probably transferred him the most was the how if he doesn’t like being behind from a technology standpoint.
Having a better understanding regarding the how and why of resistance impacts the decisions we make, which in turn will have a major impact on the stress in your organization.
When you’re ready to create change within your organization: anticipate the need, paint a clear picture for your intended future, and review concrete steps which must be taken to move to your intended future.