How to support your team through change

WHY DO FEAR CHANGE?

Put very simply, our brains are programmed and designed to act and react in certain ways. We hard-wire our brains to perform many of the daily, habitual or mundane tasks without too much unconscious thought because they are mentally easier for us to perform, take less energy and our brain likes that. We’ve been doing the same thing for so long now we convince ourselves it is good because it feels right.

Naturally then it is no wonder when change comes knocking, we get thrown out of our comfort zone and into a perceived ‘danger’. Our brain, being confronted by something unfamiliar or uncomfortable that overwhelms us, is stimulated into a ‘flight or fight’ response. The disorientation and pain we experience causes us to feel anxiety, fear, sadness, anger, fatigue and even depression.

It’s understandable that when confronted by change, the first response would be to go on high alert. Therefore, logic and common sense are not the first things an employee is going to display!

Top Reasons We Fear Change

• The unknown, without warning, perceived negative changes
• Lack of good information, reasons why are unclear
• Mistrust, particularly of a new owner or manager
• Loss of security, possibility of losing their job
• No reasons to change
• Loss of power, changes without input
• Lack of resources
• Bad timing, too much too soon or without empathy or tact
• Habit, threaten the stable and comfortable routines

Change needs to be introduced in a considered manner which allows time for each individual to process the facts and the information provided. We trust that they will be able to come to the same conclusions that the change will be necessary and beneficial.

Support your team through change by:

• Keeping communication open
• Providing information
• Discussing concerns
• Giving guidance
• Showing concern and understanding
• Rectifying miscommunication and misunderstandings quickly
• Be positive, encouraging and appreciative
• Provide training for new skills required

Change will be occurring constantly throughout the lifespan of your practice.

Embracing change and the benefits change bring, should be part of your practice culture. If change means growth, development, learning new skills, generally making things better and easier for everyone – why wouldn’t you embrace change?

Be aware that some of the longest serving employees in the team, who are very loyal to the practice, may defend the things that have contributed to its success. It's very common and one of the biggest limiting elements that stop owners and managers from implementing changes. This becomes an issue because the devoted employee is also devoted to the old systems and status quo of the practice. In their minds, they don’t want to disturb what seems to have contributed to past successes.

To overcome this, instil the value of innovation, continual improvement, assessing and reviewing current practices and always looking for opportunities.

Instead of “That’s the way we’ve always done it”, your staff will be saying “That was good but how can we make it better?” When you hear this, you know your team is committed to continual improvement.

You can learn to effectively introduce the changes to your team, supporting and encouraging them through the process.  Discover the 5 stages of change from denial to commitment, how to manage fear and resistance with care and understanding with the Aspire2d course Practice Vision and Values