It happens pretty often that we want to generate a change in a problematic situation, and the reasons can be the most diverse, personal or professional.
Changing jobs, buying a house, changing cars, quitting smoking, managing time differently, changing partners, changing business strategy, having a child, making a significant investment.
The above are situations that we have all faced at least once in our lives, and they all have something in common:
The situations we face are often very different, and finding effective solutions can be pretty complicated.
However, I believe that a tool can help you face the most difficult situations with confidence.
The “change equation” (developed by Gleicher, Beckhard and Harris) is a model that we can use in both the work environment and our personal lives.
Let’s go straight to the point.
The authors have effectively described the model with inequality:
D = Dissatisfaction with the current situation
V = Vision (desired) of how the future might be after the change
F = First steps, actions to implement in the short term are known and perceived as feasible.
R = Resistance to change
If only one of these variables is null or not so strong to generate the motivation to change, Resistance cannot be overcome.
Let’s make an example.
What does the project mean for production staff?
It is clear that only by involving staff in the transition, employing effective communication and a lot of patience will it be possible to implement the process with a low conflict.
How can we make this happen?
If the three previous points’ outcome is higher than the Resistance to change, it will be possible to implement the new process with a low conflict level.
I almost forgot!
Successful organisational communication must have one essential characteristic:
Do you have experience with such change processes?
Could you apply the change equation to your private life?