Comments on: The painful side of change http://www.leadershipturn.com/the-painful-side-of-change/ Articles, tips, and resources about leadership. Fri, 19 Mar 2010 16:44:47 +0000 http://wordpress.org/?v=2.9.1 hourly 1 By: Miki Saxon http://www.leadershipturn.com/the-painful-side-of-change/comment-page-1/#comment-1504 Miki Saxon Tue, 19 Aug 2008 16:11:54 +0000 http://www.leadershipturn.com/the-painful-side-of-change/#comment-1504 Hi Jim, I'm glad you found it useful. I dealt with this in individuals hundreds of times as they changed jobs when I was a recruiter and found that habit change isn't something that can be removed. My approach was to bring it up and discuss it openly, so they weren't broadsided or surprised and could consciously modify/replace the habits involved. Hi Jim, I’m glad you found it useful. I dealt with this in individuals hundreds of times as they changed jobs when I was a recruiter and found that habit change isn’t something that can be removed. My approach was to bring it up and discuss it openly, so they weren’t broadsided or surprised and could consciously modify/replace the habits involved.

]]> By: Jim Stroup http://www.leadershipturn.com/the-painful-side-of-change/comment-page-1/#comment-1513 Jim Stroup Tue, 19 Aug 2008 07:06:07 +0000 http://www.leadershipturn.com/the-painful-side-of-change/#comment-1513 Hello Miki, Great post. I think you have hit on a powerful source of hidden resistance to change. A successful change program should do the hard work of examining what these might be, and determining how best to address them. It's not a matter, necessarily, of convincing people of the overtly positive reasons for change, but of removing the covertly stubborn resistance in order to help assure a successful transition. Excellent - thanks! Hello Miki,

Great post. I think you have hit on a powerful source of hidden resistance to change. A successful change program should do the hard work of examining what these might be, and determining how best to address them. It’s not a matter, necessarily, of convincing people of the overtly positive reasons for change, but of removing the covertly stubborn resistance in order to help assure a successful transition.

Excellent – thanks!

]]> By: Miki Saxon http://www.leadershipturn.com/the-painful-side-of-change/comment-page-1/#comment-1525 Miki Saxon Mon, 18 Aug 2008 02:57:27 +0000 http://www.leadershipturn.com/the-painful-side-of-change/#comment-1525 Hey Casey, I was wondering where you've been:) Isn't it funny how often someone tries to change something without considering the people affected, especially in all those tiny, covert ways that aren't all that obvious. Hey Casey, I was wondering where you’ve been:) Isn’t it funny how often someone tries to change something without considering the people affected, especially in all those tiny, covert ways that aren’t all that obvious.

]]> By: Miki Saxon http://www.leadershipturn.com/the-painful-side-of-change/comment-page-1/#comment-1524 Miki Saxon Mon, 18 Aug 2008 02:54:41 +0000 http://www.leadershipturn.com/the-painful-side-of-change/#comment-1524 Hi Miranda, good to see you. I agree with what you say, but changing all those unconscious little habits shouldn't be minimized. Hi Miranda, good to see you. I agree with what you say, but changing all those unconscious little habits shouldn’t be minimized.

]]> By: Casey Ross http://www.leadershipturn.com/the-painful-side-of-change/comment-page-1/#comment-1519 Casey Ross Sun, 17 Aug 2008 11:57:43 +0000 http://www.leadershipturn.com/the-painful-side-of-change/#comment-1519 Hey Miki! I'm finally back. With any change, regardless of how small or big you think it is, I think you have to remember people are involved. People are complex beings, each with our own complicated web of relationships, habits, thinking, etc. If I can remind myself over and over that, although I am changing systems and models, I am effecting the lives of numerous people, it helps the change process tremendously. Respect and appreciation for people motivates me. By the way, I just finished reading Harvard Business Essentials' "Managing Change and Transition". They talk about this some in a few chapters. Hey Miki! I’m finally back. With any change, regardless of how small or big you think it is, I think you have to remember people are involved. People are complex beings, each with our own complicated web of relationships, habits, thinking, etc. If I can remind myself over and over that, although I am changing systems and models, I am effecting the lives of numerous people, it helps the change process tremendously. Respect and appreciation for people motivates me.

By the way, I just finished reading Harvard Business Essentials’ “Managing Change and Transition”. They talk about this some in a few chapters.

]]> By: Miranda http://www.leadershipturn.com/the-painful-side-of-change/comment-page-1/#comment-1497 Miranda Sat, 16 Aug 2008 14:48:07 +0000 http://www.leadershipturn.com/the-painful-side-of-change/#comment-1497 I think discomfort and change can help us stretch and grow. We need to actively look for opportunities to change the way we do things -- or even the way we think about things -- in order to make true progress. I think discomfort and change can help us stretch and grow. We need to actively look for opportunities to change the way we do things — or even the way we think about things — in order to make true progress.

]]> By: Miki Saxon http://www.leadershipturn.com/the-painful-side-of-change/comment-page-1/#comment-1485 Miki Saxon Sat, 16 Aug 2008 02:36:30 +0000 http://www.leadershipturn.com/the-painful-side-of-change/#comment-1485 Hi Beto, thanks for stopping by and adding to the conversation. You are so right about change not equating to improvement or progress, for that matter. Yes, a mission and a vision help, but even the willing and eager will still go through the discomfort of changing all those habits. Hi Beto, thanks for stopping by and adding to the conversation.

You are so right about change not equating to improvement or progress, for that matter. Yes, a mission and a vision help, but even the willing and eager will still go through the discomfort of changing all those habits.

]]> By: Beto http://www.leadershipturn.com/the-painful-side-of-change/comment-page-1/#comment-1484 Beto Sat, 16 Aug 2008 02:28:08 +0000 http://www.leadershipturn.com/the-painful-side-of-change/#comment-1484 To change and to improve are different. Many organizations propose change without a Mission and vision to then return to the status quo... To change and to improve are different. Many organizations propose change without a Mission and vision to then return to the status quo…

]]>