Create Ownership to Promote Change

An important trait of a good leader is adaptability to change. That said, most people know, and researchers acknowledge, that human beings are inherently predisposed to routine. Even simple daily tasks, like driving to work or getting ready for bed, are dominated by habit. Our brains unwittingly grow attached to the way we process our emails, how the furniture is arranged, and even the official process for submitting reimbursement receipts.
So, what happens when it all changes? As human beings, we naturally have anxiety and aversion to change. Although some may feel aversion more than others, various psychological studies assert that everyone’s brains react with some hesitancy when it comes to change.
Personal and organizational development processes depend upon processes of improvement, growth, and progress. Consequently, change has become an integral part of life, and specifically an integral part of the employee experience in a work environment. Because change is ubiquitous and we have a natural aversion to it, becoming more adaptable is key to becoming a better employee and manager.
So, how can we become more adaptable to change? Adaptability and flexibility are most easily achieved when individuals are allowed the freedom to “own” the changes they are required to make. It’s easier to deal with change when you have a say in some part of the who, what, where, when, and why of the change. When change is required, it’s important to allow each employee, and even yourself, the independence to make decisions surrounding the change. In this way, you pacify natural anxiety with a balance of control and independence and effectively promote change.
Related Posts:
DRIVE: Why Your Change Effort is Likely to Fail, and What You Can do About It
When Faced with Dissonance, Are You a Changer or an Ego-Protector?
Think Small When Tackling a Large Change Effort
Why Environment Is Key to Organizational and Individual Change
Validation- Is the Change Worth the Effort?

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