The Personality of Change
The Anatomy or Structure of Change. How does change happen? How does it last? Whether for you as an individual, or for a team of individuals in a company.
I struggled with the title because the drivers of a successful change seem to come from many different areas. The structural shift. The psychological shift. The habits and routine shifts. etc.
First, a definition. I see successful change as being the thing that happens to make you move from one state to another state; that state then remains and becomes the norm.
I redrafted from my initial attempt at this post where I had considered that successful change was pre-planned to achieve a desired/ better state. I believe that as much can be learnt from change happening for the worst. So that the new state of affairs is less desirable than pre-change.
As an initial brainstorm of the various aspects or elements of the personality of change:
The theory: mentally I start considering the process of change in a systematic, paper-based way. It can be planned and structured and implemented.
The quick win: there are immediate rewards in the case of change to a desired state. Immediate benefits are seen by those involved to motivate into starting routine and repetition.
The buy-in: reality is that the mental acceptance and then physical behaviours of those impacted have to align with the new future state for it to be considered successful.
The language: language shifts. The new state is articulated as a ‘done deal’. The new language associated is used (stiltedly at first) by those involved, but more confidently as time goes on. This seems to have a viral effect.
To be continued.