Every day changes happen in our lives and in our businesses, with or without planning.

Some organizations do exhaustive research to identify behaviors, values, procedures and so on, that need to be changed in order to properly achieve their objectives so that managers can prepare to a change management plan and a set of tools to help those changes became effective.

But not all the changes that happen are planned.

So, a smart thing to do is to empower collaborators and managers on:

  1. How changes make us fell and how can we transform those felling’s
  2. What is the framework to trigger change.

So, first: planned or unplanned changes, always make people feel a deep personal loss.

Which are the most common phases that may occur and what to do to transform those felling’s?

  1. Feeling: Immobilization or mental paralysis
    Strategy: You need to keep repeating the key facts and the reasons for it.

  2. Feeling: Denial
    Strategy: Break down the change into a series of steps.

  3. Feeling: Anger
    Strategy: They need the opportunity to speak openly. Give them that opportunity by doing one-on-one meetings.

  4. Feeling: Negotiation
    Strategy: Remind them that to move towards a successful future, this aspect of change can’t be negotiated.

  5. Feeling: Depression
    Strategy: When an employee realizes that the organization will listen to all of his or her demands but will not agree to concede them all, encourage employees to talk things through with their colleagues, and managers.

  6. Feeling: Exploration
    Strategy: Employees will eventually think about what the future will look like. When they do so, acknowledge how valuable their cooperation is. Emphasize or bring forward the plus points of the change, and initiate training programs well in advance of the actual requirements.

  7. Feeling: Acceptance
    Strategy: Employees accept change when they have confidence in the desired state. Build their confidence by praising the appropriate steps they take forward. As confidence grows, they will reach a moment of acceptance when they decide to give the change a chance.

Second: Which are the steps that lead to the process of change?

Emotional Change

“The framework is: See, Believe, Think, Act”.

1º See: To help a person to See try to illustrate the future picture were the change will lead. Something that they can connect to and then can visualize. Painting that picture is seeing. Once you get a clear picture of it, you get those around you to get a clear picture of it – for example practice pulling a group together and talking about where you want to be, instead of where you currently are.

2º Believe: When you illustrate you need to also show the reasons why they should believe, the right arguments that can be absorbed and change in to a desirable future state – like something that became attractive, wished and even useful.

3º Think: Giving to a person the arguments and showing her the fundaments of those arguments, allowing her to test, confirm and think about it, are ways to empower the person. Leading that person to think of her self, through a new lens. This way you aren’t dictating, in steed, you empower the person to think of her self and allow her to create that future state in her mind.

4º Act: Then acting is actually the result of Seeing + Believing + Thinking, if you get successful, you end up creating all the incentives that the person needs to make sure they can act differently.

If you can’t see it, you are not going to get there. If you are comfortable with where you are currently, you aren’t going to get there and you aren’t going to influence anyone.

Keep in mind: Organizations don’t change. People do – change happens individual by individual, lead them to See, Believe, Think, Act and get the change you and your company need.

If we create the right environment we get the right performance of a person.