Tag Archives: organizational change

People often don’t relish the idea of change. As a matter of fact, many people just don’t like it. However, the reality for the foreseeable future is that change is happening quickly and often.

Our mindset about change is a significant factor in how we think and feel about it. Let’s look at how we can use our mental models to approach change more openly and positive

Old mental model: Change means loss. The first thing we often think about when a change is announced is “what will I lose?” We do lose during change. We lose what is familiar, what is stable, and what is defined. And, often times, that is a good thing.
New mental model: means opportunity. Focus your mind space on what you can gain from change– the ability to learn something new, the potential to be re-engaged in what used be very routine and possibly boring, and the opportunity to contribute to making something new.

Old mental model: Most change is a mess when executed.
Unexpected things come up. Time lines shift. We all scramble when it doesn’t go as planned.
New mental model: Change is messy, so think about contingencies. One of the best ways for change to work well is to think of those things that may not go as planned, plan for them and put those contingency plans in place if need be.

Old mental model. Change happens to me. I’m the victim of change. It’s like an engine coming down the track and I can’t change how fast it’s going or where it will end up.
New mental model: Be part of the change. Think of yourself as one of the many engineers of change. Ask to contribute to change planning. Suggest an improvement to change that isn’t working well. Learn all you can about it and share your knowledge with others.

Even Shakespeare recognized the power of your thinking on how you perceive your situation:

“There is nothing good or bad, only thinking makes it so.”
— Hamlet