Recently, one of my students has been having sessions with me on how to introduce design thinking as a core capability within his organisation. Being from the Human resources department, he thought it would be a walk in the park but he was pleasantly surprised that most people didn’t embrace change as fast as he thought they should.
Out of frustration, he told me, “Sudesh, not all the people are on board”. “Of course you cant have all people onboard Chris(not real name) It takes time and skill for people to change, most people want to change, they know they should change but they don’t seem to change:
To the fearful, change is threatening because things may get worse.
To the hopeful, change is encouraging because things may get better.
To the confident, change is inspiring because the challenge exists to improve things.
If you are fearful, you see difficulties in every opportunity. If you are fear-free, you see opportunities in every difficulty.
Fear protects what I have from being taken away. But it also disconnects me from the rest of the world. In other words, fear keeps me separate and alone.
Change can either challenge us or threaten us. It’s our choice. Our attitude toward change can either pave the way to success or throw up a roadblock.
If you want to guide people to change you have to first realise where they are on the change continuum and sell them on the change as a possibility for a better life or a learning opportunity. People’s fears are rooted in beliefs about change- first, deal with those and watch change happen.