Besides technology there are other aspects of change. The economic recession has forced much change on people and organizations. Everyone is still working to figure out how to work under the conditions of the "new normal." If there is one constant in our lives, it is change.
Which brings me to the book, the Pivot Point: Success in Organizational Change There were two things that drew me to the publication. The subject matter and the use of the word "pivot" in the title. Pivot itself is a change word. I always think of the basketball player who when not dribbling the ball must keep one foot planted in one place, yet he can pivot on that foot to look in new directions and pursue a new course when an opportunity arises.
The book uses the literary style of providing the learning via telling a story. The example that brings that best to mind is the classic The One Minute Manager It is perhaps not my personal favorite way of transferring information, yet some people will recall the lessons better by having the story line embedded in their memories.
The learning point for me was about how people are impacted by change and the attachments that we have to our environment. These can be animate and inanimate objects. Think about taking the favorite blanket away from a two year old and substituting a brand new "better" blanket. You will have one very unhappy child. So too, an adult that you are enforcing change on. It might not be a cell phone or computer, it could be job responsibilities, a title, their office, travel or the lack of travel--all these "changes" can trigger intense feelings that rebel against the change.
Leading people through change is not an easy task. It was noted that around 70% of all change efforts fail. The authors of the book, Victoria and James Grady have this to say about change:
"The success rate of change initiatives can be improved by measuring and tracking how employees respond to specific actions during the change implementation process.
Navigating through organizational change requires training, patience, and encouragment. Most organizations fail because they don't zero in on the people and the specific pivots thy need to make. They just wish it to happen.
Resistance to change diminishes significantly when our human nature to form attachments is actively understood. Giving people open, clear and tactfully delivered feedback in ways that allows them to respond positively maintain their personal pride, and develop comfort and confidence that they can do the right things without fear of criticism or pain."
All the above is easier said than done of course. She has diagnosed the issue as "anaclitic depression blues." Perhaps we can make this a new style of music? The "change blues" sung by us all.
Individual symptoms include:
- Anxiety
- Frustration
- Retardation of development
- Rejection of the environment
- Refusal to participate
- Withdrawal
If you want to skip the story telling aspect of the book you can go right to page 69 and read to the end (page 110) to get the gist of the message told directly and succinctly. But, who doesn't like a good story!
For more on the authors and their consulting practice go to their website Pivot Point
