Organizational change has two fundamental levels to it – the change process itself and the way that process feels to those involved.

Unfortunately, organizations tend to lump together the practical procedures with the emotional responses and that is one of the main reasons why organizational change fails. Just like salt is separate from pepper and black from white, we must differentiate between the practicalities of change and the emotions it creates.

In a short amount of time, I can’t dissect this further. I simply want to highlight the two ends of the change spectrum as they are often forgotten by those involved. And no matter where you are in the organization, remember that all change, whether personal or professional, is made of up the process itself and your response to it.

While you may have little input on the changing policies and procedures at work, you always have a choice on how you are going to respond.


Leave a Reply

Your email address will not be published.

This site uses Akismet to reduce spam. Learn how your comment data is processed.