by Karen Turnquist
I view change as an opportunity to travel to a future where life is good and the current environment is transformed for the better.
This sounds so high brow, but let me give you an example.
A last-minute change turns an intimate brunch for four at my house into a much less intimate brunch for 12.
Scenarios like this used to make me freak out. To me, brunch used to mean a lovely meal that shows I care enough to plan, cook and serve my family.
Now (with some help from my husband), I pause and travel to the future where I pick up takeout for 12 at Fat Nats. And I spend my morning visiting with family and friends, eating awesome Huevos Rancheros y carnitas, handing out delicious mandarin oranges and pointing people to the coffee pot.
The change was simply about my perception of what brunch is about.
What’s really important is our time together, not the hours of cooking and cleaning. My ability and willingness to envision a different kind of brunch and to change my thinking about it, transformed my morning from last-minute frenzied shopping/cooking/cleaning to relaxed dining and visiting.
Change is good…for other people
From Gandhi (“Be the change you wish to see in the world”) and Einstein (“The measure of intelligence is the ability to change”) to Tolstoy (“Everyone thinks of changing the world but no one thinks of changing himself”), we embrace a sort of universal belief about the necessity for change.
And we agree that the benefits of enduring the challenges of change, are worthwhile in order to reap the benefits: growth, improvement, innovation and even transformation.
If change is good, why does it so often feel bad? Despite all the positive PR change gets, when we hear about “big changes” coming we frequently react with apprehension, resistance, avoidance or displeasure.
Why?
Here are some possible reasons:
- The change was not something we chose
Change when we choose it is much different from change forced upon us (like most corporate change) - What we’re doing is already working for us
With all the uncertainty and discomfort of change, if we don’t think the change is necessary, we resist. - Change is good in theory—for other people. Just leave me out of it
Like diet and exercise, talking about change is easier than doing it.
Take control of your change
So how do we develop the mental flexibility and adaptability to anticipate change, to be excited at the prospect for fresh ideas and opportunities, and to flex our creative muscles?
Here’s what works for me:
Self-awareness
Under stress, I am not on my A game. A self-assessment I took described my personality type as critical and fault-finding when confronted with stress. This is emblazoned in my psyche and I am careful to notice my feelings and manage my affect under pressure. If, like me, you are not accustomed to noticing your feelings, before you go to sleep at night, try jotting down four feelings you had that day. You may be surprised at what comes up and you’ll likely be better prepared for the next day.
Let it be
The best course of action for me when change is sudden and not of my doing is to not react. Talking before I’ve had time to pause, reflect and regroup will make me more likely to complain, express skepticism, be critical and find fault (there’s that again). Venting might feel good, but it adds to the stress everyone already feels. You may need a 10-second pause or even a few days to let go of what was and see the possibilities of what’s to come.
Yield
Frequently, unless we must change, we don’t. It’s true, even though sometimes the changes that are forced on us are the very changes we need. Entertain the possibility that this may be for the best. I remember career changes that initially felt devastating but, in hindsight, I realized were for the best.
Equanimity
When my team is faced with a stressful change, my duty as a leader is to maintain my composure. It’s important to acknowledge the challenges, uncertainty and feelings that go along with change. But in doing so, it’s important to exude positivity, highlight short-term successes and the merits of our long-term goals. If I express confidence and articulate a clear achievable plan forward, we can have some fun along the way and my team will be confident, relaxed, effective and upbeat.
So the next time you’re confronted with change, remember that you do have choices in how you react and what attitude you adopt.
As Gandhi, Einstein and Tolstoy would tell you: the best way to successfully manage change is to start with you.
As the CEO and founder of Sage Business Credit, Karen Turnquist helps entrepreneurs build value in their businesses. She’s facilitated more than $2 billion in accounts-receivable financing for emerging businesses and believes there’s no greater reward than seeing fellow entrepreneurs succeed.