Handling Change in Your Organization

“Change is the only constant.”
–Greek philosopher Heraclitus

I’ve been involved in lots of conversations about change in the past week.

“This AI stuff is going to change everything.”

“I’m frustrated our current provider hasn’t kept up with the new changes in Third Party Management requirements.”

“I’m excited about the changes in my role with the company.”

If you read many of my blog posts, you know that recurring conversations are generally an inspiration for my regular contribution to the Bedel Security Friday 5. So here goes.

Change is around us everywhere. It’s a key part of life. Unfortunately, it can be uncomfortable. As a leader, we really only have 3 options when it comes to change: ignore it, resist it, or embrace it. Where you land on that perspective will have great bearing on where you end up in life and your overall satisfaction.

The thing is, personal and organizational growth both require change. To get better at anything means that we must change. Those who avoid or resist change are the ones that get left behind.

As a leader, we’re called upon to not be left behind, nor allow those around us to be left behind either. So, in Friday 5 fashion, this brief blog post is on the 5 tips for handling change as a leader (based on my experience):

1. Accept change as an undeniable truth. I may be repeating myself, but it’s worth saying again. Birth, death, life, and growth all require change. Accepting that everything is in a constant state of change is the first step. Another way of saying it: “Get comfortable with the uncomfortable.”
   
   
2. Become a constant learner. Handling change successfully requires learning and evolving. Commit yourself to continuous learning with webinars, podcasts, books, courses, and certifications. It also helps to surround yourself with other lifelong learners. Encouraging your team to learn and grow will make unexpected changes easier to handle as they will either be ready for the change or they’ll be more eager to adapt.
   
   
   
3. Have a plan, but be ready to pivot. As a leader, we always need to have a plan. Without one, we haphazardly drift on the sea of life with no engine or rudder. But be ready to adjust those plans when change lays them to waste. Like Mike Tyson said, “Everyone has a plan until they get punched in the mouth.” As leaders, our job is to watch for those signs that a change is coming or has occurred and adapt as necessary.
   
   
4. Keep a finger on the pulse of your team’s appetite for change. Change is inevitable, but too much can be exhausting for some, and not enough can become stagnant for others. As leaders, we need to be in touch with our team to see how they are handling change. Are they looking for more change or less? In almost every organization, certain positions or departments face change in more frequency or speed than others – do you have your team organized in a way that best aligns the person with the job when it comes to change?
   
   
5. Change is a constant, but the pace of it is not. Change doesn’t happen in a straight line. Just as a child has growth spurts, we too go through varying paces of change in our personal and professional lives; it’s the same for a business. As a growth-minded entrepreneur, I sometimes become impatient for change. But my business coach, and good friend of mine, reminds me that there are times for growth and times for rest. As a leader, sometimes it’s in your control, but sometimes it’s not. Be aware of differences when making plans and decisions.