Change is no longer a factor in our work. It’s its core and new reality. It’s the new language of our time. We can’t avoid and prevent change. Change is there already. It is certainly the new game. We can’t teach our managers or our employees to overcome change. We must engage them with approaching change through an optimistic lens on a daily basis. Stability is no longer a given quality – and chaotic, unexpected situations are more apparent in our working zone, as well as in our private relationships. People are now examined by their ability to respond faster to change and to be better prepared for its implications.
We live in an era where various academic degrees are no longer up to date with changing society and its dynamic trends. Where computer programs are out of use after two years, cell phones are out of date after a few months and apps are constantly changing and being updated. Successful startups are being bought and sold by the giants and new payment methods overtake us as we go along.
Trying to keep up the speed is wrong. It’s a faithful failure.
So what is it that we can still do to cope with change?
It seems that it all starts with changing our perception. Just as trying to “avoid” having “problems” is out of our hands, we must treat the concept of “change” as an obligatory one. It’s part of everyone’s life nowadays. We first have to accept that we cannot control the “absence” of constancy. Change could be intimidating on the one hand, yet challenging and stimulating on the other. We must take into account that every change carries the inner state of being less “in control”. We are controlling less when we know less and change can definitely endanger our stable knowledge. Yet, it could so easily be looked upon from a different angle: Change can allow us to explore more, to engage ourselves with newness, with innovations and to create new situations. It allows us to choose between the familiar option and the unknown. Yes, risk and failure are certainly there, yet they allow us to expand the number of possibilities and opportunities for new discoveries.
We believe that organizations should rethink how they treat failure:
- What is considered a failure in the organization?
- How is it being judged?
- How can the organization treat failure as a means for new learning?
- How can failure turn into an opportunity?
- What is the role of the person who “failed” to overcome the situation?
- What is the role of the “group” to fix “failures”?
The greatest Jazz player, Miles Davis ones said: “Do not fear mistakes. There are none”.
He was one the greatest improvisers and trumpet players of the 20th century. He knew that improvisation is the meeting point between composition and performance in action. Mistakes for Miles Davies could be considered as such only when one decides to treat them that way. If he hit the “wrong” note- he created new paths or melody and it was never a mistake…
Do we train our employees to reinvent themselves? To explore “mistakes” as a given task and path for new realizations and change? This is certainly the new key to bringing people to treat their “failures” as necessary incidents in the challenging road toward a better outcome.
In our workshops of Coping with Change we let managers share with their employees current situations in which they “failed” or “chose wrongly”. Thus they are encouraged to share the unexpected and receive new feedbacks and perceptions from their participants. We examine how one may “treat” failures as opportunities – both in business development as well as with partners and customers. The new assumption is that humanity allows mistakes and failures to take place in order to implement new changes and constant improvement.
To find out more about how we work with people on facing change, write to us at: