By Kirk McCarley
During my years working as an executive in large organizations I observed that those most impacted by change were almost always the ones most resistant to it.
Let me explain.
In 2008 the organization I was with at the time embarked on one such journey of change by transitioning from a legacy information system to an enterprise resource planning (ERP) environment. Virtually every information-oriented process would be impacted: payroll, accounting, customer relations, work order management, and many other reporting procedures as well. At the outset, most employees embraced the idea: the new system promised to be nimbler and quicker. Early in the implementation, however, it became apparent that the transition would not only require significant effort but there would be a steep learning curve that would actually slow processes for a time.
Some employees became incensed. “Why didn’t we know what was involved? We would never have signed on.” I watched as many of these workers who resisted the transition, eventually rendered themselves obsolete. Others may have grumbled at first, but then quietly reconciled to the new process. Eventually, their job performance not only met, but then exceeded their former output. In addition, many became champions of the new system, some emerging as organizational leaders.
Change brings about anxiety. Further, not all change is good and there can be times that resistance may be merited. How do you know?
Start with your values. Identifying personal values is an exercise that I assign to most of my coaching clients. Values may include characteristics such as integrity, congeniality, compassion, determination, and selflessness, among a host of other attributes. Measure the tasks asked of you against your values.
I see values played out against change time and again:
- University of Virginia head basketball coach Tony Bennett recently resigned from his position. The requirements for a head coach in an environment now emphasizing business savvy and fundraising expertise over coaching compromised the values he subscribed to as a leader in amateur athletics.
- Changes brought about through political elections may or may not align with our values. We choose how we respond. I know of a doctor so impacted by the result of a presidential election that his bedside manner suffered to the point of almost being censured by a medical board. Regardless of an outcome, we are expected to maintain our decorum and professionalism.
- My own son was a victim of a reduction in force at his job. I believe he was more devastated than he let on; this assignment was one he expected would be long-term. Rather than wallow in self-pity, though, he immediately contacted a former employer and “hustled” up some contract work to support his family and try to meet his financial obligations. Though it’s not what he wants to be doing I admire and am proud of his professionalism, tenacity, and resiliency in navigating a difficult time.
How do you adapt to change? Is it a condition that you resist and view as something that was “done” to you, or are you one who is more prone to dust yourself off and get back up? How do your personal values factor into your response?
During the 18th century in New England, a town was overcome by complete darkness on an otherwise clear and sunlit day. Many panicked and prepared for what they believed was Armageddon.
In Connecticut, a member of the Governor’s council, Abraham Davenport, became most famous for his response to his colleagues’ fears that it was the Day of Judgment:
“I am against adjournment. The day of judgment is either approaching, or it is not. If it is not, there is no cause for an adjournment; if it is, I choose to be found doing my duty. I wish therefore that candles may be brought.”
What was later discovered to be an environmental phenomenon caused by a combination of fog, cloud cover, and smoke from wildfires, finally dissipated. After a fearful night, the sun came up the next day.
Davenport stood up to the fears brought about by change. In uncertain times he adhered to his values.
A graduate of the University of North Texas, Kirk McCarley is a Certified Professional Coach as well as a Professional in Human Resources (PHR) and SHRM-CP Certified. He also is a Production Assistant for both college football and basketball for ESPN and leads group cycling classes as a Certified Spinning instructor. Contact kirk@theseedsowercoach.com, theseedsowercoach.com, or call 314-677-8779.
Author: Sowal Editor
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