11
MaNaGeMeNt
I have, in recent weeks, had several conversations with
organisations looking for help to remain positive despite difficult
circumstances. Increasingly, when we engage with businesses,
coping with change positively is becoming one of the organisations
components of our "Happiness at Work" programs.
But whether it's the current economic difficulties or the challenge
of finding staff in an environment of low unemployment, or even
the difficulties facing those flourishing organisations undergoing
rapid growth, long-term success will come to those who
courageously face and actively manage change positively.
I mean how many of you reading this right now are not going
through change (either personally or as part of your organisation or
business)? As we all know, it is constant and ever present and so if
it's something that's happening then we really have no choice but
to deal with it...and if we're going to deal with it we might as well
try to deal with it as positively and constructively as possible.
This is where my Positive Change Model can be very helpful (see
image).
Developed after almost two decades of research along with
practical experience working with literally thousands of
individuals and hundreds of teams and organisations, this model
provides a framework for those wanting to positively manage
change by outlining a somewhat complex but still accessible and
comprehensible structure involving two dimensions and three
layers.
In simple terms, we can make change positive by looking at it
on an individual level, interpersonal level and finally, taking
into account the context in which we and the people around
us operate and work. Within this, one also needs to take into
account issues of "skill versus will" by which I mean we need to
differentiate between goals that can be achieved via learning and
skills acquisition on the one hand, and those that require more
sophisticated psychological and motivational input.
For example, and at the risk of over-simplifying matters, positive
change can be achieved via any of the following paths (although
I'd suggest, based on my experience over the years, that the
most positive results will come from targeting all levels and
appropriately utilising all strategies simultaneously):
COPing POsitiVelY WitH
CHAnge
Dr. timothy J sharp (a.k.a. Dr.
happy) looks at how change in
the workplace can be managed
in a positive way.
}
Help individuals (a) learn new skills and (b) develop more
constructively optimistic attitudes
}
Help teams (a) collaborate more effectively and (b) utilise
positive role-models
}
Ensure the environment (a) is safe and comfortable and (b)
reinforces positive, desirable behaviours
Now I don't have the space here to go into each of the strategies
that can be derived from this model in depth but in short, change
can and should be approached as an opportunity for improvement.
This might sound slightly clichéd but the reality is that this model
for positive change is based on decades of research and has been
applied in numerous settings and, quite simply, it works.
So if you and/or your organisation are facing change right now
then don't be afraid to face the cold, hard realities...but face them
in a positive way because if you do you'll not just increase your
chances of achieving a better outcome but you'll also increase your
chances of enjoying the process along the way. n
Dr. Sharp has three
degrees in psychology
(including a Ph.D.) and
an impressive record as
an academic, clinician
and coach. He runs
one of Sydney's largest
clinical psychology
practices, a highly
regarded Executive
Coaching practice,
and is the founder &
CHO (Chief Happiness
Officer) of The Happiness
Institute, Australia's
first organisation
devoted solely to
enhancing happiness in
individuals, families and
organisations
(www.thehappiness
institute.com).