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Darkness and Chaos
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and the long-term survival of the company. Some may offer alternative
strategies for dealing with the business issues at hand, once they
understand them. They want to be included in the process—a sign
to them that they are valued and respected as individuals.
With increased communication from the organization, some individuals
will have their skepticism addressed to their satisfaction,
and they will become supporters. Supporters are those who ultimately
like and agree with the change being proposed, and are willing
to exert effort to support it; to them the change is good. Other
individuals will find their earlier fears confirmed and decide that they
cannot go along with the changes. Some may decide that the changes
are not in their best interests and choose to take their talents elsewhere:
they may leave the organization or seek a transfer to another
department.
One key to overcoming frustration is information. The amount
of accurate information you have about the change, in particular, the
potential impact of the change on you—answers to the question,
“What’s in it for me?”—can and will affect how long you remain
frustrated. Honest and accurate information is the antidote to concerns
and fears brought on by impending change. Seeking information
is a natural response to disruptions to the status quo; it is an
attempt to reestablish stability in a seemingly unstable world.
Managing Change Is a Leader’s Job
Managing change is a difficult business, perhaps one of the greatest
tests of effective leadership. It requires the right blend of human resource
management and tactical business and financial skills, as well
as an excellent sense of timing. Seasoned leaders familiar with normal
reactions to changes in the workplace take the necessary action
to bring as many individuals on board as soon as possible. The questions
and concerns of skeptics are addressed openly, and potential
leavers are sometimes offered incentives to remain on staff during the