This article is about the humanistic side of “Change Management” and will NOT deal with ideal reasons, company designs or particular methods to bring out this action.
One of the most common words observed these days in Control Committees in “innovative” companies is that of “Change Control.” However, as a linguist, psychologist/ psychotherapist & interaction professional with a special interest in the results of language on thoughts & whole body, I am surprised that so few individuals actually understand the results of using this type of language on both the brain & whole body of individuals engaged in this suggested “Change.”
In Linguistics & Neuro Language Development, both psychology question and answers are described as nominalizations which generally means that each person has their own meaning of these terms which may, or may not, be the same as their partners in the company. An easy exercise to analyze this is to ask a team of 6 individuals to take note of their own explanations of “management”, give them three moments to complete the process and then get them to learn back ONLY what they have recorded. Then evaluate the differences!
Many experts, psychotherapists, psychiatrists, trainers & NLP experts talk about “Change work” & “change” if you use medical clients: An example from these places is: “What changes would you like to make?” yet frequently these “Caring professionals” do not observe, observe, or place significance on the impact of these terms on the client/patient. In common, individuals want to “improve” instead of “change.”
“Change management” clearly indicates that there is a need to modify and that IT IS going to happen… the decision has been made! However, many individuals believe that if something proved helpful more or less successfully for a time frame and has always proved helpful, why is there this recently recognized, unexpected & immediate need to change? There is also an precise knowing that whatever is currently being done is worthless, inadequate, inadequate, not professional, or missing in some way & can be taken as a primary, or oblique, opinion or critique of the workers in the company.
Fear: Modify includes new, known &/or unidentified threats in the short-, medium- & long-term and, generally, everyone prefers to lessen threats to the lowest. These worries might include emotions of ineffectiveness, job protection, prospective buyers within the company, etc. There are enough threats of crypto gambling around us without looking for more in the work environment!Tags: psychology question and answers