Change management, much like project management, is big these days. With companies going under or being bought by other companies, a lot of people feel like they’re up a creek without a paddle. Or, they’re not sure if they’re even in a creek, but they have a paddle and they’re using it to hit themselves over the head.
To see if you work in a place of constant churn, ask yourself if you’ve heard any of these things in the last week (also I encourage you to play B.S. Bingo at your next meeting):
“It’s like the blind leading the blind.”
“Well I can tell you how we USED to do things.”
“I don’t think we’ve met. I’m your new boss.”
“Hold off on that until we know more.”
That’s what I thought. Well, I’m here to help you. I’m here to share what I learned recently in change management training (by the way, there’s good money to be made in this field, if you don’t mind tears, hysteria and people being escorted from buildings by security).
Change Management training tells you the following:
People Are Like Sponges.
Everyone Has A Maximum Saturation Point.
Some People Reject Change Passively, Others Let You Know How They Feel About It.
Some People Simply Cannot Accept Change.
If you’re dealing with the last issue, there seems to be only one solution. And that solution is something I learned a long time ago from despair.com, so we might have all just wasted our time here. I’m sorry. I’ll let us both get back to Googling “how to find Darren Criss‘s cell phone number” now.
Go Jules Go 