The 5 Forces of Change are the psychological factors that lead people to work for or against change. Harnessing them effectively allows organizations and employees to adapt and thrive. Together they form a practical framework for taking the right actions to achieve successful, sustainable change.
Listen on Spotify to my conversation with the Patricia Brooks: ‘Let’s Talk – Minimising the Stress of Change’ (click here)
1. CertaintyThe first casualty of change is certainty. People become unclear about what the future holds and their role within in.
Anxiety leads to stress and the increases the likelihood of resistance to change. Leaders need to work overtime to create certainty in uncertain times, through vision, honest communication and leading by example. This in turn reduces anxiety, builds trust and boosts support.
2. PurposeSuccessful leaders have an unswerving sense of purpose, especially during times of significant change.
They communicate the ‘big picture’ context for change and draw people towards a compelling vision of the future. They engage people with the benefits to them, their colleagues and their organisation. People need a compelling sense of purpose if they are going to stick with change through the ups and downs of transitioning to new ways of working.
3. ControlPeople naturally rebel against change that is imposed to them.
Participation in shaping and implementing change helps people to feel in control of the situation and inspires them to take ownership for change. Engaging people with change takes time and effort but pays huge dividends. Having ‘skin in the game’ breeds constructive involvement rather than the scepticism and criticism. People want change that is ‘done by them’ not ‘done to them’.
4. ConnectionGiving up old habits and familiar ways of working is essential to successful change.
At work we become attached to our organisation, our colleagues and customers, the way we do things, and even our workspace. Key to successful change is instilling new habits and routines and finding ways to help people avoid the temptation to slip back into old ways of working. Simple systematic tools are available to help people break old attachments and take on new attitudes and behaviours for the long run.
5. SuccesssChange can knock people’s confidence.
They may worry about being successful in a changed world and struggle to adjust to new ways of doing things. If people having difficulty climbing the learning curve there is a temptation to revert to old ways of doing things. That is why peer-to-peer support as well training and coaching is so vital during the transition period. Celebrating successes and dealing effectively with teething problems are among the many ways you can maintain a sense of achievement during transition to help you ‘Lock in’ change.