I began speaking on the topic of change almost 10 years ago. It was a very hot topic! Normally “hot topics” tend to come and go. Well, change has not gone away at all, it has increased.

For now and the foreseeable future, it is safe to assume that the speed of change will do nothing but increase. Being able to use change to your advantage is why I wrote this article. In this article you will find key solutions for making change work in your favor instead of against you.

The Service-Mindset

Our mindset is critical to success in the change or transition process. How do we view change? Is it a good or bad thing? It can be either, depending on how you look at it.

Anticipating and looking forward to the new opportunities and the resulting personal growth can help you keep a positive mindset. Don’t forget to recall the way things used to be. Respecting where we came from is healthy. Where we came from is what prepared us for where we are today. Think about your career just last year and how it has changed; or the improvements you’ve made in your job this quarter and the opportunities ahead.

Having a service-mindset allows us to ride a wave above the transition process. It allows us to remove our attachment to the “way” we do things and align ourselves with “who” we are doing things for.

One example is the coffee barista at a local coffee shop that took the time to learn my name and what I like to drink. Now every time I go into the coffee shop, my drink is ready before I even reach the counter. Another is the loan officer that went to the home of an injured client to complete some paperwork. Third is the manager who came back to work after dinner to attend a meeting. It would have been understandable if any of these people chose not to go that extra step. Instead they stepped up and asked, “How can I help?” They had a service-mindset! They liked their job, the company, helping others and decided to go above the call of duty.

4 Reactions to Change

I believe, to be in control of the change process that it is important to know how you respond to change. There are four major responses to change. In my opinion, we have a dominant response mode that we respond to change in. This means we usually respond in this mode but can also respond in others, depending on the circumstances.

You have probably heard that your biggest asset is also your biggest weakness. Like the accomplished person who is very forceful and direct. These traits, and others, let them get a lot done. At the same time they may have squelched others or damaged relationships because of their “bulldozer” approach. This is not to say their traits are right or wrong. I feel this concept also applies to how we respond to change.

Nose to the grindstone:

The great thing about “nose to the grindstone people” is that they get busy when change happens. They close the door and get to work. The thing to keep in mind if you are or manage a “nose to the grindstone person” is that they tend to use the same strategies that that got them to their current position. So it is important for this personality to expose themselves to new ways of doing things. This might involve talking to peers within your company or an association you belong to, taking a class or seminar to learn new skills or reading a book.

Deer in headlights:

This personality just gets stuck when change comes along. They get paralyzed. They are so used to the way things used to be that they aren’t exactly sure how they fit in to the new circumstances. The nice thing about “deer in headlights people” is that they aren’t complaining about the organization. They are just stuck. If you or someone you supervise has this trait, the solution is simple. Create a plan. This does require asking for help, so approach someone who is very methodical and good with plans. If you need to accomplish something in a month, then lay out what do you need to do each week and what needs to happen each day. The funny thing about this type of person is that once you get started, it’s not as hard as you thought it would be.

Gossip:

The nice thing about these folks is that they are talking about the change. In my opinion, it is healthy to talk about the change going on and to acknowledge what is happening to the employees or members. Otherwise we are just ignoring the obvious. The problem with “gossip people” is that they can damage the company or association if they don’t preface their comments correctly. For example they might say, “Management was wrong, they should have done this,” “That was a stupid thing to do,” or “If they were smart they would have put Wendy in charge.” All these statements can be damaging and undermine unity.

“Gossip folks,” (this actually applies to any person,) can use these simple statements so they can express themselves without damaging others. They can make themselves right without making others wrong. There are three simple prefaces you can use: In my opinion, I believe and I feel. Let me give you a car example. If I say that Ford makes the best pickup trucks, can we dispute that? Yes, we can look at purchase price, payload, resale value, horsepower and the list goes on. If I say, in my opinion Ford makes the best pickup trucks, can we dispute that? No, because that is my opinion. Everybody has opinions.

New job:

It is normal for change to happen. It may be time for someone to take a different position or leave the copany. If you have a pond of water with no way for fresh water to get in or old water to leave, what happens? It stinks. It stagnates and dies. Haven’t you ever worked with someone who fits those descriptions?

It is normal for people to take on new things and let old ones go. While there is loss with change, in the long run it is very normal and healthy.

About the Author:

For over eight years, Jay Gubrud has helped corporations, associations, their boards and members eliminate roadblocks to their success. His theme is very unique and one everybody can relate to – Cars and Driving! You can reach Jay at www.jaygubrud.com <http://www.jaygubrud.com/> and 651-635-9939.