Because it’s always been done that way!
Sigh! How many times have you heard that statement in the workplace?
Whether it’s changing a procedure, using presentation templates or running the morning meeting; just because it’s always been done that way doesn’t mean it’s the best or most efficient way and there can’t be some improvement.
Change is difficult for most people in some way. As a speaker, master trainer and coach I need to not only be a subject matter expert but also an expert in behavioural change as all the work I do involves change.
In my last musings I wrote about how to communicate more influentially to help people move their thinking and behavior, today let’s talk about why we need to change and some easy strategies to start the ball rolling.
Let’s start with the why.
Have you, your team, the environment, the organisation, the technology, the economy, the regulatory requirements or your relationships changed at all within the last 12 months? Of course, they have.
Change is constant but many of us still like to cling on to the ‘old ways’ of doing things or we find ourselves saying phrases like. ‘ but it always been done like that’, or ‘if it’s not broken don’t fix’ it or my favourite; ‘ I don’t know why we do it that way, we just do’.
So, why don’t we like change?
I would like to point out first that change is not an event, it’s a psychological experience.
Change can mean: fear, lack of control, uncertainty, more workload, less or more autonomy, a shock, a real or perceived threat, an unwanted surprise, past resentments, loss of stability and safety and change can trigger traumatic feelings from previous experiences. Yes, there is a lot not to like.
It’s not all negative though, change can bring about: new opportunities, increased efficiency, a progressive reputation, self and organisational improvement, personal growth, better performance, increased staff morale, an increased self-efficacy, excitement and personal and financial rewards.
I do a lot of work helping leaders of all levels facilitate engaging and effective meetings and workshops. Whether it’s a team meeting, a pre-start or toolbox meeting or running the team development day. Many times they show me the slide template they have been given. When I suggest that there are more effective ways to design their slide decks, a regular response has been, but that’s what we always use. When I ask ‘have you ever put a case forward to change the template or even the structure of the meeting?’ the answer is usually no. And most times the force of resistance they have imagined just doesn’t exist and if it does, they haven’t put a good enough case forward for the change. A typical case of it’s always been done that way.
Have a look around in your organisation. How many ‘it’s always been done that way’ can you find?
It’s a new year, so time to take a fresh look at your systems, your team, your habits and your opportunities for change in 2023.
Change management is complex and there are many professionals you can call upon for major changes but for a quick head start, look at:
1. Which areas personally/organizationally have you not looked at for a while?
2. What’s working and what’s not? – Identify the need for change
3. Define the change goals and their impact
4. Diagnose any sources of resistance
5. Get all stakeholders on board
6. Work on the plan and strategies collaboratively
7. Identify and remove barriers
8. Manage and track the performance
9. Celebrate the wins
10. Continue being open to change
Your attitude to change and how you communicate and implement change matters
