It is a standing joke… and a standard defensive response.  When presented with the possibility of change, humans retreat to routine.  Whether it is a conscious decision or an unconsious one, we all do it.  So how do you encourage and embrace change in your organization?

There are many consultants out there that claim they can help you and your organization “embrace change”.  What is it that they are trying to accomplish?  Are you and the consultant trying to impose chaos over structure?  And if you are, what makes you think anyone would embrace that, given that human nature thrives on structure? 

I say “structure” with purpose.  Not necessarily “routine” but structure, framework, organization.  It means that if you want people to process change effectively, it must be structured in a way that they can see what the results are supposed to look like.  The need to see what the goal is for the change – to have a clear vision of where they are going and what it will look like, feel like, smell like….when they get there.

Great leaders all have the ability to share the vision of what the change will “lead” to – good leaders are at least able to convince their team that they know where they are going and elicit trust in themselves personally that gets everyone to the end goal.  You probably have experience of good and not-so-good leaders.  History demonstrates all kinds of leaders if you need some examples. 

Think you have what it takes to be an agent of change?  If you think you are able to structure change successfully – test yourself.  Try getting a tired 3 year old to take a nap.

If you can do that – you probably have what it takes!