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156 SNAKES IN SUITS
transition, especially if they have knowledge, skills, and abilities that
will be required by the organization in the future. Unfortunately,
there are always some less enlightened leaders who turn a blind eye
toward the concerns of affected individuals. Perhaps they believe in
their own power to “edict” change, do not care about who leaves and
who stays, or are unable to confront the frustration and powerlessness
they themselves feel.
Change professionals, sometimes called organizational development
specialists, can help executives manage the many facets of
change and help the organization maintain as much stability as possible
while the change takes place. This is often done by sharing information
in a timely manner, enhancing communications among
staff, job retraining, and, when the change necessitates downsizing,
instituting useful outplacement services. Not surprisingly, many people
will go along with and support changes brought on by competition,
declining sales, increased business costs, or other business
factors if they are let in on the process and their fears are addressed
early on in the process. If the organization’s culture has been one of
open communication and trust in management’s ability to manage
the business, the task of change is easier, and the number of supporters
will reach the critical mass needed to assure success.
Change Is a Fact of Life
If things never changed in our lives, we would be quite bored. From
the moment of our birth, things around us are changing. As individuals,
we are changing—physically, emotionally, and intellectually—
and as members of various social groups we are faced with change:
siblings may be added to our family, parents grow old and eventually
die, friends come and go, familiar faces in the neighborhood change,
buildings and roads are built where beautiful forests once grew, and
companies go in and out of business. Rulers and governments may
also change. In an “ideal world,” periods of change will alternate