The Magnitude of Change
November 12th, 2014
A lot has been written lately on the weaknesses of many change-management strategies and why many change projects fail. One simple guideline that can avoid many of these problems is simply to make the change in easy steps and to manage the perception of the magnitude of change.
Fact is, too much change too fast overloads people and systems. Overload causes inefficiencies and other problems all of which demotivate the change effort and the people involved. This does not mean that massive changes are impossible, it simply means that the change has to be divided into bite-sized pieces. Each piece has to be palatable and not prompt the overload mentality.
So if you want to change your culture or employee behavior or perceptions, pick out a few and give them the old “sell it to yourself first” test. If thinking about the bite makes you nervous or fearful, take a few items off the list till it seems easy to do. People don’t inherently resist change as much as they resist force and overload. All change strategies should mapped and each step should be relatively easy to do and not create negative emotions. How effective are your change strategies?
-Terry L. Mathis
For more insights, visit www.ProActSafety.com
Terry L. Mathis is the founder and CEO of ProAct Safety, an international safety and performance excellence firm. He is known for his dynamic presentations in the fields of behavioral and cultural safety, leadership, and operational performance, and is a regular speaker at ASSE, NSC, and numerous company and industry conferences. EHS Today listed Terry as a Safety Guru in ‘The 50 People Who Most Influenced EHS in 2010, 2011 and 2012-2013. He has been a frequent contributor to industry magazines for over 15 years and is the coauthor of STEPS to Safety Culture Excellence, 2013, WILEY.