Handling Change: The Three Dis's that Prevent Disaster

Change is a constant. You can’t step into the same river twice. People need to understand that change is part of life. Most people struggle with handling change because it causes the 3 D’s - discomfort, disruption and dislocation. A crucial part of the process of handling change will involve helping people handle the dis’s and get pluses out them. Let us explore how we can do that:

Discomfort

Change requires difficult adjustments by people. Adjustments can cause stress and bring tension to groups. In some cases change has been known to lead to depression in some people and a mutiny from others. Uncertainty about the results of the change can bring fatigue and frustration. The key to avoiding all this is to ensure that people know in advance what to expect and how to deal with it. The discomfort of change can be prevented by preparing people adequately for the coming changes.

Disruption

When significant changes are made, some people experience personal pain at the loss of familiar things to which they had become very attached. This can be a source of great trauma. Leaders can help people by allowing them to verbalize their sense of loss and grief, and then gently pointing them to the benefits of the change and the bright new future ahead of them.

Dislocation

Any change, whether it involves new strategies, new programs, new equipment, new work procedures, new facilities, new management practices or new leaders, disrupts an existing order and leads to discontinuity. In a time of change, leaders should frequently explain what is happening and keep their people informed. People will be more optimistic if they know the change is progressing successfully. Leaders should frequently communicate what steps have been initiated, what changes have been completed and what resulting improvements have occurred.

Handling these three dis’s appropriately will be the key to avoiding the dreaded dis of change - disaster! People must be helped through change seasons, otherwise they will see a lack of help as a sign of impending disaster within the group. In tomorrow’s blog I will address how you can empower people to lead the change process themselves.