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Changes are inevitable

Changes are inevitable

3 state of water

More than 70%  of our earth is occupied by the water. Our body also is constituted of 60%-70% of water. Chemically water is H2O, a combination of 2 molecules of Hydrogen and one molecule of Oxygen. Water exists in three states – Solid, Liquid and Gaseous under special  environmental conditions, retaining it’s innate values. It remains as H2O only.

 

 

Water undergoes the following 4 processes and quickly adopt accordingly –

  • Melting – Ice to Liquid
  • Evaporation – Liquid to Gas
  • Condensation – Gas to Liquid
  • Freezing – Liquid to Solid

Water undergoes the following 4 processes and quickly adopt accordingly –

  • Melting – Solid (Ice) to Liquid
  • Evaporation – Liquid to Gas
  • Condensation – Gas to Liquid
  • Freezing – Liquid to Solid

For melting, a high temperature is required to break the bonds between the particles. Solid converts into liquid and if the heat persists further the particles converts into molecules and if the heat still persists molecules change to elements and further elements to Atoms. The reverse also follows the same path in reverse direction.

solid-liquid-gas

According to the environment conditions H2O takes its forms. It doesn’t resist also. The conditions change it. In each state, it has particular characteristics.

In solid state as ice, it is rigid, fixed in shape and have fixed volume. It can’t be compressed.

In liquidate state it is not rigid. It has no fixed shape.  The most adoptable condition and more powerful stage. You can easily mix it in any other liquid, it merges into it. You can store it in any shape and size of container, it takes its form. But it can’t be compressed. It is one of most powerful stage of water. As a river, it nourishes all the living beings on the earth. On the other hand it is the cause of major destructions, apart from fire. In this state it is most useful in controlled behaviour and destructive in un-controlled environment.

In gaseous state, it is invisible and most flexible. Molecules in gaseous state have lot of intermolecular space, due to which under pressure, it can be compressed.  It doesn’t have any fixed shape or volume.

There is lot of learning from the behaviour of water under the different environmental changes. So in our life also we need to understand in which state or form, the conditions are suitable. We need to change ourselves and act accordingly.

In cold situation, people are in comfort zone. People enjoy their fixed identity and space/volume. Whatever they have been doing is a bible for them. When the system is set, this state may be useful. Directing and dictating symptoms are found in this state. People are rigid to change. But as soon as some heat is induced into the environment, they start receiving it and start absorbing the heat and start melting and reacting. Till they don’t lose their cool, they are slow to accept and adapt the change. As soon as they loose their cool and are demanded to come out of their comfort zone, they start moving fast and vigorously. Under controlled conditions they are result giving, system obeying, takes the shape of the system in which they work. But if the external forces are beyond the limits and start questioning the way they have been doing the task, they may be in denial and demotivation mode. When heat is increased more and lot of agitation in the environment, some people change their state from solid to liquid and liquid to gases state. Gaseous state is very light and move out of the heated and agitated environment and look for the sublimating environment.

Changes are inevitable in our life. Why Changes are important in our life? It is beautiful question. Change is a natural process. Every moment we and all other living beings are changing. Since our birth, we have seen huge number of changes in our life. Few are listed as under and we have successfully adopted them  –

  • As soon as out of womb of our mother, we see this wonderful world and adopt the outer environment with ease.
  • Changing situation of non-movability to movability by start learning crawling.
  • From crawling to standing firmly,
  • From Standing to walking and running,
  • Learnt cycling
  • Learnt the first book of the life. Passed first educational Class.
  • Passed Matric Standard
  • Passed Graduate Degree
  • Achieving the first Job
  • Marrying a stranger
  • Having kids…..so on

These were related to personal / social levels. We have been adopting the most of the times soon or latter. We pay for the successes and failure of adoption and denial of making changes in our life.

Organisation Level Personal Change

Personal-Transition-through-Change-2012

In case of organisation and institute level, if the external agency and people want us to bring change, the story is slightly different and difficult. Everyone living on this earth resist the change but the natural process doesn’t stop. It keeps on happening and changes in our life is inevitable. We resist in the beginning, but when the change doesn’t change and it forces us to accept, first we try to understand it. According to John Fisher’s model of the process of personal change, when any person is sought a change, he/she follows a cycle in successful implementation of the change.

Following step are involved in this cycle showing all emotion and practical aspects of change management in an organisation / employees –

  1. Anxiety – There in enthusiasm in the beginning, when a change is sought. But along-with it there is anxiety in the mind of the people, whether they would be able to cope up the change or not.
  2. Happiness – In the beginning normally the changes are discussed among all and their views are also taken to make them convinced and supportive in the change. By this process people feel involved and their views are recognised and shared. Some consideration of the old systems bring a confidence in the people and possibility of acceptance of the change become more viable. But the fear and the risk is if the sought change is far different from the present system of working. This brings unrest in the people. This happiness phase is short lived, but a kick start happens.
  3. Fear – People will need to act in a different manner to bring the change and this have an impact on both their self-perception and on how others externally sees them. However, in the main, they see little change in their normal interactions and believe they will be operating in much the same way, merely choosing a more appropriate, but new action. Fear is one of the cause of resistance to the Change.
  4. Threat – Once the changing process start with new concepts, people start realising how the changes are going to change their working, environment and job. People release that the old system of working will now, will not do, they have to learn new procedures and processes. This bring threat in their mind and unrest is induced, creating a threatening situation. Threat is the second emotion, which may resist change.
  5. Guilt – The change happens at a very fast speed and people find themselves obsolete. They start feeling guilty that whatever they have been doing was wrong. Their personal values are on the stake. Even they start feeling that whatever they have been doing for so many year was a waste of time and efforts. This bring a guilt in the people, which is deadly and may strike on the moral values of the people.
  6. Depression – Once people start realising the guilt, depression in their emotions deteriorate the situation further. This make them feel un-uselessness of themselves and depression clenches them. They are left unclear of their future in the changing systems. They have no clarity of how to operate. At this stage changing agents has to play an important role. Lot of clarity, training, responsibility and authorities has to delegate with all precautions and safety.
  7. Gradual acceptance – Once there is clarity of tasks, roles are defined and active involvement and engagement is cultivated into the system, the emotions starts moving in right direction and people start acceptance of the change and involve themselves in making the changes happened. By this time results starts coming, creating confidence in the mind of the people and motive the people accept the change and get involved.
  8. Moving forward – At this stage the people have the clarity of the tasks, more control over people and processes, things start moving in positive sense, people build confidence and belief in the system.
  9. Disillusion – This stage is after the depression. The person’s self-image, values and way of working doesn’t match with the change needed. The people start thinking the change is not for him/her and stop working mentally and physical and end-up resigning and moving out of the system. People found themselves dis-illusion with the change and change agents.
  10. Hostility – The people at this stage keep on working the old way and are not part of the new system. They are treated as surplus to new way of working and the new system.
  11. Denial – This is stage is called “Head in Sand”. The people totally rejects the system and pretend that the changes are not meant for them. Actually, the people reaches at this stage when the change agents doesn’t care for them and doesn’t induce the clarity of tasks and directions. So the people also behave in the same way.
  12. Anger – This is stage exists with threat, guilt and depression.
  13. Complacency – Once the changes are implemented and new systems are in place, there are people who works in their comfort zone and assuming there will be no new changes. This stage occurs before the change is not introduced and when the change is completely implemented.

In nut shell, whenever there are new changes being implemented or planned to, following steps need to be taken care and done on time –

  • Proposed objective of the change should be shared with all the employees in face rather than through emails and letter.
  • Declaring people obsolete to the systems is a biggest fault any change management agents do. A detail work study should be done and the peoples should be appreciated what they have been doing so far and discuss the objective and allow them to share their way of achieve the same. Once the process and objective are synchronized the employees gain confidence in what they were doing and what they will do to achieve the new goals.
  • If there is fault in the way they were working, need to be discussed and training work-shops to be conducted to make the old employees comfortable with the new way of working.
  • No ignorance – Once the employees are left to go under anxiety, fear, demotivation, threat and guilt, it is very difficult to regain their emotions and motivation. Every precaution should be kept to avoid this situation.
  • The new process and tasks should be clearly defined and explained to the employees so that there is clarity of the changes and employees are clear about their role in the process change.

The speed of transition depends on the people’s individual’s self-perception, control on the processes, past experience of handling changes and how all these are going to effect the future process and the final results due the induced change in the system.

According to many psychologists and management gurus, every person goes through different stages before bringing changing in him/her. Dawn Stanley, a UK-based personal change therapist and counsellor/counselor devised the RISE model, which describes and help a sequential methodology of bring change into people. There are four steps involved in this in concept.

  • Realisation – This is first step towards accepting and bring change. At this stage, we need to understand that we have to change.
  • Investigation – At this stage we understand and develop clarity of What to Change, why to change and How to Change.
  • Substitution – Unlearning what you know is the primary requirement to learn any concept. Therefore, we need to unlearn what we need and understand and bring the change, which is required.
  • Embedding – Bring the transformation change at unconscious level is fixing the change in our habit and that is what is required to be inculcated.

RISE-Transformational-Coaching-Model

 

 

Just remember how we learnt cycling. We saw children cycling and enjoying the ride. The need to get that happiness and riding the cycle brings the enthusiasm in us to learn the cycle. This is beginning of change we want to happen in us. This is the realisation stage. Once it is generated, we start finding the answer, how to learn, why to learn. We asked other children how they learn it and watch them riding the bicycle. This is Investigation stage. After this we start learning the way we observe people doing. But this never helped us. Reality comes when the bicycle was in our hands. Now we were on practical platform and learn the cycle by repeated attempts despite of various falls and injuries. Once we were through, we practice it day in and day out and one day we were able ride bicycle as other children we doing. By repeated and regular practice we embedded this skill in our subconscious mind and there after no instructions were needed how to ride a bicycle, it is automatically taken care by our unconscious mind. This is how changes happens in our life. And this is the way how we learn new things and can induce change in other. This was the change which we want in ourselves.

 

 

Written by – Rajinder Singh Mann, MBA, M.Phil, Diploma Training and Development, P.G.Diploma Counseling and Behavior Modification. Have vast experience in various industries in the Field of Systems Implementations, Training and Development, Supply chain and Logistics. Have conducted more than 100 training programmes in the field of System Design and implementation, Inventory management, Warehouse Management, Inventory control and handling, Logistic  Management, Man Management, Communication Skills, Motivation, Team Building, Improving Productivity, and many more. Visit – www.posititude.com

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