As we move closer to our goals, a transformation is imperative. However, accepting the necessity of transformation is the most difficult aspect of change. Dismissal of this fact is what leads many down the repetitious road of failure. Rather than, the abundant stream of success. Is this the case for you? If so, you are not alone.
A primary reason for failure is a cookie cutter approach, expecting cupcake results. Needless to say, to adjust the outcome, we must first learn how to adjust the approach. However, we must understand our stage in the process before we can identify our approach.
There are six stages of change, all which are pretty self-explanatory. “Pre-contemplation, Contemplation, Preparation, Action, Maintenance, and Relapse.” Once you recognize your stage of change, you can identify which approach will work best for you. Your recognition is, in many instances, where change management is employed.
Have you heard of “change management?”
Change management is a methodical approach to influence change through redirection and guidance. There are three major types of change that affect transformation. And each requires a different set of strategies, plans, and degrees of involvement. They are essential to achieving and sustaining growth and Business Transformation. Those three major types are Developmental Change, Transitional Change, and Transformational Change. Although change management is useful, it is not effective for all three types of change.
Developmental change isn’t as complicated as the other two types. That is due to the natural occurrence of the modification. There are no interventions or strong outward influences necessary to achieve change. You use what you already have to improve and adjust itself. Improvements to current skills, habits, standards, or conditions are all developmental changes.
Examples of developmental changes are physical activity, enhancing interpersonal communication, and behavior enhancements. There is a minimal amount of stress involved with developmental changes. However, honesty is an integral part of making these changes and minimizing stress. You should understand why these changes are important to you and your growth. You must be honest with yourself and embrace the change that comes your way.
Developmental change is often a starting point. Due to the relaxed nature of this change, there will be minimal progress. As changes happen, we must sustain our efforts to promote continuous growth. Although this type of change often goes unnoticed, you learn as you grow and develop as you learn.
Unlike developmental change, transitional change is a result of an action. Change at this level requires designing and implementing an entirely “new mindset.” The transitional change also needs a certain degree of responsibility. During this phase is where replacing the “status-quo” with something completely new begins.
At this point, we develop and apply a more efficient method of completing tasks. Dismantling old ways of operating increases stress before producing great results. We have to lace up our gloves and fight the urge to stay stagnant. We must make changes to our operations to maintain and improve our productivity. Furthermore, change is something that we must adjust to regardless of how it comes.
Transitional change can, however, be phase managed and supported with practical tools. For example, creating new habits and implementation not requiring drastic shifts in behavior. Constructive feedforward is a useful instrument to help transition from phase to phase.
Two variables that define transitional change:
1. You must determine your destination in detail before you begin. If you do not know where you want to go, you will not know how to get there.
2. People become motivated at their level of involvement. Not the most personal levels of mindset, behavior, and culture. If we are on the ground floor and surrounded by elevators, at some point, we are going to go up. What we do once we get there is up to us.
Transformational change is far more challenging than the other two types.
First, the future is unknown and determined through trial and error. This uncertainty makes it impossible to apply transmutation to pre-determined plans. You can have a strategy, but, the actual change process will evolve as you go.
Second, this is requiring you to operate in the unknown. That scary, unpredictable place where stress skyrockets and emotions run high. The place that you attempt to avoid at all cost.
Even though these two factors are relevant, they do not have to be stifling. The future state is so different that your network and environments must change. Granted, you may not know the necessary changes until you’ve reached desperation. However, you must remain mindful that change is inevitable.
New mindsets and behaviors are inescapable. In fact, you must shift your world-views to create a new future. Without the changes in mindset and culture, you won’t experience better results.
What is a transformation?
Transformation is a recalibration of your mind. You think differently, and therefore you do things differently. You become a new version of yourself.
How Transformation Impacts You and Your Environment
Transformation impacts us all on a personal level. Therefore, your immediate network must support you in the process. The earlier they are involved, the better! Change isn’t easy. Therefore, it helps to have accountability partners, support systems, and constructive advisors.
The involvement of your network will minimize your resistance. Resistance equals the level of awareness people have in the change process. Here are some options to encourage participation:
Include your immediate network in building your change and determining your vision.
Take part in group outings that involve activities outside your cultural norms. (Ziplining, Rafting, Horseback Riding, etc.).
Ensure to provide mindset, behavior, and change skill development to everyone. (Books, Workshops, Podcast, etc.).
Seek feedback to identify others experiences and benchmark best practices.
Give them the authority to design changes for improving themselves.
Involve your network in doing an impact analysis of your plan. Involving your network will ensure it is workable and avoid making the process overwhelming.
Again, engaging your network will minimize resistance; both yours and theirs. Involving your network in your change will also influence their change.
Use these strategies to support your change efforts, especially if they are transformational.
Do you have an area of change that you struggle with and could use some feedback or learn new techniques? Our Facebook group is a great place for networking and supporting your transformation. We look forward to “meeting” you there.