I Don't Like Change



Maybe using different words can bring different outcomes
 This short entry is inspired by, if not directly stolen from, a quality conversation I enjoyed on the Riverside Terrace Cafe of the Royal Festival Hall this week....

The words we use are important. Many words have connotations and meanings that influence the way that we feel about them.

Consider this conversation for instance:

Tom: "I don't like change"
Sally: "Oh really? So what would happen if you won the lottery tomorrow?"
Tom: "You wouldn't see me for dust"
Sally: "So you do like change?"
Tom: "Well no, I don't like change, but that wouldn't be change as such, that would be a win"
Sally: "So a change can't be for the better?"
Tom: "Not like that, I mean, it would be great to start something new, something I could really make a go at"
Sally: "So change is OK if it improves things?"
Tom: "Yes, I suppose what I mean is that I don't like negative change, when things get worse"

This conversation is not fanciful. Many of us view change as a negative thing. We say we don't like change, yet I'm sure we can all think of times when change has been for the best, when it has helped us to experience the better things in life, or to forge new relationships and improve our lot. Yet somehow, and I think this is especially true in organisational life, we think of change as something negative, and somehow we allow our negative associations to cloud our thinking. It certainly can seem to make it more difficult to obtain buy-in for change projects.

The issue is that perhaps we have come to associate change with loss. In change projects, people often have to let go of a whole lot of 'stuff' to make new arrangements work. In his classic text "Managing Transitions", William Bridges argues that all psychological transitions start with an ending - you must let go of the old reality. It is these psychological aspects that are so hard to manage and for many the losses seem deep and shattering. This feeling can be especially strong when we feel that change is being 'done to us'. Imposed change can be highly stressful, but it still isn't necessarily always for the worst.

So people may feel wary of change, and may be defensive and anxious when change projects are mentioned. perhaps we can reduce the anxiety and gain more buy in through careful use of language. Consider the word innovation. According to thefreedictionary.com to innovate is "the act of introducing something new". That sounds like change to me.  As a rule, our shared understanding of innovation is generally that it is a positive experience, a move towards something better. Now, maybe if we used the word innovation instead of change we would see a different reaction.The negative connotations of change might be bypassed in favour of a more positive energy. It's an interesing idea. The language we use has signifgicant influence to the way our communication is received. When we talk about change, people think about anxiety and loss. Talk about innovation and people think of new possibilities.

Choose your words with care.

www.poppyfish.co.uk


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