“When we are no longer able to change a situation, we are challenged to change ourselves.” – Viktor E. Frankl
Have you ever wondered why the subject of change can provoke strong emotions?
Back in the fixed-line age of last century(!) when timed local calls were first floated by our national carrier, there was a tsunami of public rejection. Just five year later when Motorola and Nokia were offering us the new-new thing, that same ‘public’ jumped on board without questioning the fact that they would be billed on the basis of timed local calls.
I’ve heard individuals describe themselves in interviews as either good or bad at handling change. Typically it’s not as black and white as that, as we all respond to change differently, and how change per se is introduced to us, can impact our emotional and cognitive response.
- Do you understand your response to change?
When reflecting on your past responses to change, both in your personal and professional spheres, are you aware of what underpins your behaviour? A move interstate, a teenager pushing back, a new housing development going up next door, a relationship breakup, a new boss, a bad accident? In ‘work speak’, I’m alluding to our motivators, those forces that drive our individual and team responses to change that impact productivity.
This is a great question to ponder separately, not only when you’re interviewing a potential candidate for your organisation. Consider how you personally affect change in your organisation, how change affects your team, or broadly others in your workplace.
I often challenge candidates by asking: “When you do decide to embrace change, are you pretty loyal to that change… particularly when you are convinced it is the right decision?” I might also pose a behavioural question such as, “What is your best example of a time when you have embraced a significant change, only to discover that you might have been better off taking a more measured approach?” This is a great way of helping an individual recognise that of course, whichever way they manage change, it’s likely they handle it differently to others.
When you challenge yourself on this question, you might also find it helpful to consider how your motivations are orientated. For example, are they past, present or future orientated? What impact might that have on how you embrace change and help others embrace it as well?
- Talk it over or lose the advantage
When we remember that we each hold different motivators, it helps us to understand how we respond to change differently. Research such as that presented by Abraham Maslow and Deci & Ryan, also tells us that what you expect and believe are critical to your ability to embrace or reject change. Your experience, skills, knowledge and sense of self-esteem are also important factors.
Do you know what truly motivates you when it comes to change? What about your team members? Most of us think we know what motivates our behaviour and therefore, how to motivate others we work with. I wonder if we do really know, or just think we know.
Having insight into your own personality, in turn helps you to understand others, particularly on the subject of adaptability to change. At the senior leadership level it goes much deeper than personality profiling; research by Edward Deci and Richard Ryan suggests personality informs approximately 30% of how we are motivated at any given moment. Context is ‘king’ when we talk about change, which means deeply exploring the situation in our conversations with candidates or colleagues.
How do others rate you and your team when it comes to leading or embracing change? What assumptions might you or others be making, and how do these impact the wider organisation?