ARE YOU an ‘ANTI-CHANGE’ PERSON? WHY is change such a big task, that too an uphill one?

ARE YOU an ‘ANTI-CHANGE’ PERSON?

WHY is change such a big task, that too an uphill one?

    There are times when there is an employee who is under-performing on one project and a brilliant performer on another. Now if he were only working with one team, we would after a certain amount of effort conclude that he is an under-performer or lacks calibre. If the same person is given two projects with the same team where he excels, he will most likely be a great performer on both. So often, the problem does not lie with the person, but the situation.
    It’s not completely true that we resist change; we all embrace big changes in life like marriage, having babies and changing jobs. But the fact is that at times the mind and the heart disagree.
    Also at times what comes across as resistance is a lack of clarity.We all have employees who are struggling to manage their time. Now if we tell them, you need to work on your time management skills, there is no clear direction. Imagine another scenario, where we tell the same person to prioritise their work as per the delivery deadlines and take support from the experienced manager to accomplish the task faster and with more efficiency.What do you think the result will be in both the scenarios? Yes, there is a clear direction in the second one. At times, the changes we want to produce and manage lack the clarity and direction that an employee needs to willingly accept change. Agree with the author? Share your views by clicking on ‘Careers & Training’at www.ItsMyAscent.com/HRZone 
The book,Switch by Chip Heath and Dan Heath,suggests a basic three-part framework that can guide you in any situation where you need to change behaviour.These include the ‘Elephant’ which is the emotional side and the ‘Rider’which is the rational one.Perched atop the Elephant,the Rider holds the reins and seems to be the leader.But the Rider’s control is precarious because the Rider is so small relative to the Elephant.Anytime the six-ton Elephant and the Rider disagree about which direction to go,the Rider is going to lose. The best measures to manage change are: Direct the Rider (the rational side/mind) - What looks like resistance is often a lack of clarity.So,provide crystal-clear direction; Motivate the Elephant (the emotional side/heart) - What looks like laziness is often exhaustion.The Rider can’t get his way by force for very long.So,it’s critical that you engage people’s emotional side—get their Elephants on the path and be cooperative; Shape the path - What looks like a people problem is often a situation problem.When one shapes the path (surrounding situation),change is more likely,no matter what’s happening with the Rider and Elephant; Big changes can happen,if you can Direct the Rider,Motivate the Elephant and Shape the path,whether in personal or professional scenarios.

RAJESH RAI,senior director,HR,Expedia, APAC