Trying to change something that is already engraved into your fabric, is like trying to disposition bones from your skin. It is seemingly difficult, but not unachievable. Well, if only one masters the art of unlearning something already present more than learning new skills, only then the desired change is set to happen.
‘What is change?’, ‘Is it more about bringing new ideas or rectifying the old ones?’ And many of such questions pop into our human heads. Although talking about changes enthralls their spirits, human beings are wired to resist change, no matter how much it might excite them. In the process of change, they fail to understand how welcoming something new in one’s life requires one to make room for it. Thus, you have to bid goodbyes to the things you currently have, the joys you currently own, the phase you’re currently in. It may it be a skill, be a quality of your nature, or anything that you’re trying to harness or even a relationship with new people.
Though the change might exactly have one of two faces; i.e, the phase of destruction and rejuvenation, it may require you to unlearn something or the other. And being humans, after all, this art of unlearning comes difficult to humans. It already exists in the circuits of your system, and if you think with a click of your fingers it can come off- it really can’t. It is exactly like trying to induce the mindset of adults into teens nowadays.
But when we precisely talk about the changing process in organizations, it is when an organization might realize they lack a particular skill set, or maybe, if they want to chip in new ideas or methodologies into themselves.
At first, it is important to note that organizations are nothing but associations of like-minded individuals. Hence, the changes in an organization are mediated through individual changes.
It is vital for enterprises to identify their key contributors and how the process of change can initiate from them. so that they can further pass on the modifications to their peers. In this step, you will have people who wouldn’t want a change at all. But then only these people will challenge you. Alas! It is only how you combat such battles that lead you to greatness.
Consequently, bringing the imprint of newness on other people’s minds is a battle with their emotional well being too. A change might trigger their considerable fears and imbalances. Thus, the emotional intelligence of an organization is at play during the process of change.
And lastly, change is a multistage cycle. All the changes must be negotiated for a stable one. In this respect, we have a cycle of ‘unfreezing, which means if there’s no motivation, then no change. Then comes the step of adapting the changes based on cognitive redefinition and lastly, the step of stabilization of these changes.