Recently I attended a course about Change and Resilience. It’s good that I had a time to rethink of “change”. Change is not the problem, the poor implementation of any change process is the problem that threatens us. Change is not the problem, resistance to change is the problem.
The robertsoncooper (is founded by Sir Cary Cooper and Professor Ivan Robertson) provides i-resilience report for individuals to build resilience skills. The website also provides leadership, management and well-being support resources.
As I didn’t think about “winners/losers” in a change too much, when the presenter talked about it, I kind of questioned myself “Is there always winners/losers in an organisational change?” “Who are the losers? Who are the winners?” “Are the winners are leading the change towards a right direction?”
The presenter drew a diagram which basically shows people’s reactions in a change. Top 10% are champions who are happy to see the change and are keen on making the change. Bottom 10% are traitors who have negative views of almost everything, and those who disagree the change strongly as it’s against their beliefs. A large number of people are not sure. It’s suggested to focus on understanding and influencing the 80% people, rather than on persuading and influencing the bottom 10% people.
I remember the diagram immediately though I can’t say it presents people’s attitudes in the change very correctly. The diagram can be useful for me to reflect on my views and position in a change. For example, I can ask myself
- “Am I in the top 10% group of people who have insight, foresee the impact of the change, believe in it and are keen on to make the change happen?”
- “Am I one of the middle 80% group of people who are not sure and wait-and-see?” I think people who are open-minded and keep critical thinking in this group are those people can help the change and influence others.
- “Am I one of the 10% group of people who are often have a negative view of any change?” “Do I really agree that this change has a good impact?”