Individualizing Change to Achieve Collective Objectives
Managing change is one of the most difficult human tasks for an individual. It requires a lot of time and effort and often results in emotions that can be extremely uncomfortable. When an organization adopts a traditional approach to change, it often ignores the anxieties that the change can cause.
Change leaders must understand that collective goals can be achieved through personal change. However, it is important to understand the individual’s needs first because it is what helps them to grow and reach their goals. So, we should move self-development up the agenda when attempting change: and the bigger the change, the more emphasis we should place on personal growth. It’s imperative to put people before the process.
Organizational change is personal to all employees
Change affects everyone it impacts in an organization, regardless of their role. However, in the VUCA world, change is an ongoing process that involves making changes to the organization and adapting to new opportunities.
For some people, the idea of change is terrifying. They may have to abandon their comfort zone and explore something outside of their field. For others, the idea of change can be empowering, because it allows them to achieve goals that they were previously unsure about or completely unwilling to aim for.
We should remember that change is personal. One thing that could help with this is by creating a culture where employees are encouraged to embrace change. Encouraging them to take risks and try new opportunities, and motivating them toward personal growth and development through change can help individuals feel more comfortable and accepting of the change.
Make change management a story of personal growth
Leaders must adopt change management strategies that help people get over the fear of change and see it as an opportunity for personal improvement. Leaders also need to keep in mind that they are also on a journey of personal growth and development.
For people to overcome the fear of change, they must develop self-awareness about their thoughts and feelings related to it. They need clarity on what they want in life and what kind of changes they are willing to make for them to achieve their goals. People also must be aware of what their values, motivations, and desires are so that they may better understand what’s important to them.
Therefore, change management strategies should focus on helping people see the benefits of change rather than dwelling on what might go wrong. From this foundation, we can make change a story of self-development for all those impacted by the change.
Self-development is about understanding yourself, your emotions, your strengths, and your weaknesses. It’s about building a solid foundation for growth. The process of development includes giving oneself permission to take risks that are meaningful, accepting that this makes one vulnerable, and making mistakes or failures part of one’s journey towards self-improvement.
Use the power of storytelling in organizational change
To effectively motivate someone to change, you need to know how they think, what motivates them, and what they want. The power of personalization lies in understanding the needs of the individual. When you understand what motivates someone and what that person wants, it will be easier for you to offer solutions that are personalized to them.
For change leaders, this includes a deeper understanding of self. By first personalizing change inwardly, we can bring a positive, optimistic outlook into change management. When leaders do this, they will be better equipped to use the power of storytelling to motivate and guide individuals in their own goals and toward the collective objectives of the change being undertaken.
It can be difficult to know where to start. But one thing that is clear is that when leaders open up about personal stories, this helps drive the organizational change they are trying to create.
For more insight into successful change management through more effective communication, visit our communication shorts.