In my career I have often been promoted or hired into a newly created position. This required me to integrate my new role into pre-established processes and responsibilities it was an opportunity to implement change beyond my role and into accepted process.
The problem is people fear change. Change has inherent risk. Despite how bad or frustrating the current process may be, people will prefer it to the known-unknown.
Being deliberately different is encouraging change and taking acceptable risk based on research/data, thinking and making recommendations on how to do things better, before you are forced to do so as a result of disruption in your industry.
What People are Saying:
“He is truly a pioneer of the Valley’s blogging and online news world, and extremely knowledgeable about a range of new media applications.”
Jefferson Pooley, Assistant Professor of Media and Communications, Muhlenberg College.
Change management requires one to plan ahead for the implementation of the new system. People need to know the change is coming, why it is coming and what it means. The less they know the more they will imagine what it will be – and that is not good.
Developing a campaign, having Q & A sessions, and promoting the benefits to the individual and the organization are all important steps to successfully implementing change in a project. It cannot be an afterthought, it must be planned no different than the project itself.
Resilient Seeker Coaching | Ross Raymond Nunamaker 