I came across the cover image a few years ago while researching for a presentation on managing change for school. In its simplicity, it shows exactly the issue that organizations face when it comes to change. Many people may want change, but few are able to see their role in the current state of things, and thus are less willing to make changes themselves. What can we do?
The Nature of Change
In organizational settings, change is rarely only needed in one area. Usually, if changes need to happen in one place, there will need to be adjustments in other levels of the organization, to varying degrees. This means that everyone is responsible in some way for change initiatives to be successful.
For example, for a DEIJ initiative to have a lasting impact:
Everyone in the organization needs to be committed to learning more about the needs of groups different from their own
Everyone needs to do away with the belief that one way of being is a "standard" and all others need to "fall in line" with this "standard"
Everyone needs to know how to communicate effectively with people who are different from them
Opportunities to grow and thrive need to be available to everyone, regardless of who they are
In this example, the DEIJ leader isn't solely responsible for results, nor are only the leadership teams or board members. Belief and behavior changes need to occur within all members of the organization in order for lasting change to occur.
This general principle can be applied regardless of the nature of change. If production lines have slowed and have caused a slump in profits, it likely isn't solely the production team's fault, or issue to solve. Identifying connections between beliefs, behaviors, and outcomes is the core of systems thinking, a key factor in managing change effectively. being able to see beneath the surface and address systems and their inputs (the things that keep the systems in place) is a necessary first step for lasting change. Skipping this step means implementing surface level, quick-fix solutions that solve nothing, and waste time and resources.
Creating Lasting Change
Sometimes people can feel that systems are just too big to change, and that the little progress seen with quick fix solutions are better than no solution at all. While in some cases this can be true, on the whole, it points to a much larger issue- the fact that we don't see ourselves and the influence we have on the systems we feel are too big to change. After all, humans created systems- and these systems only remain in place as a result of our consistent behaviors that support them. Change the behaviors = changing the system.
Lasting change comes with shifts in the way that we think. If we begin seeing ourselves as active participants within systems (within organizations or society-wide), we'll be more likely see the systems in place, the behaviors that keep them going, and possible solutions to interrupt the systems for changes to take place.
Taking outward actions (those quick fixes we do just to get something done) is only the last piece of the puzzle- change occurs through changes in our thinking, which changes our beliefs, which only then changes our behaviors:
If we are only performing certain behaviors externally without any internal change, those behaviors will fade, and changes will not stick.
If we only change externally, while internally attempting to psych ourselves into change, changes will not stick, since we have not truly changed out thinking.
If we have changed our thinking and behavior, but lack the power, resources or courage to influence changes, changes will not stick, and you may potentially take on negative behaviors as a way to cope.
Regardless of the issue we may face, whether it be simple conflict with a colleague, or widespread systemic dysfunction, we first have to see ourselves as part of the issue, understand objectively what needs to happen for change to occur, believe in those actions, then act.
The only way we can change is first through ourselves- by actually becoming the type of person needed to enact the change. Through this, we can influence the people and systems around us in positive ways. If we hold beliefs like such as: it's impossible to change, people are set in their way by a certain age, change is hard, etc., then we have already set ourselves up for failure.
Leaders and change management professionals can help by addressing fears and uncertainty, making systems visible, removing roadblocks and uncovering underlying behaviors and beliefs that may be negatively impacting efforts for change. By making systems visible, and providing a safe space for mistakes to occur, we can then effectively analyze points of weakness, why they exists, how they came about, and what we can do to prevent them moving forward.
What are your ideas around creating lasting change in organizations?
Hi! I'm Nicole, an organizational consultant and personal coach, who is passionate about inspiring the changes our society needs for all to thrive. Using lessons learned from my own experiences and challenges, I hope to help people within organizations by creating mentally, socially, and emotionally healthy workplaces for all. Check out the other resources on this site for more ways to do just that!
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