Meeting and Embracing Change

1. “The measure of intelligence is the ability to change” -Albert Einstein

 

I see change as necessary for us to understand that life is not boring. There are so many things to explore and with change, we can unleash our full potentials and discover bizarre but exciting things that will keep us evolving and flourishing. Without change, it will be impossible for us to stir innovation. Like a butterfly that is undergoing a metamorphosis, human beings also need to transform to become better than ever.

As professionals and leaders in our individual organizations, we should not be hesitant and reluctant in embracing change because it helps us unravel the mysteries of life and it measures versatility and resilience when facing unexpected adversities and setbacks that come along the way. Thus, when we desire to achieve our organizational goals, we should always be ready to manage disruptions.

Change is needed when growth is already not happening because of passiveness and pessimism. It always exists because it is not meant to degrade or destroy you, but it enables you to achieve better opportunities in life. When we desire something to happen for ourselves, we should always be ready to face commotions or distractions that test our capability to endure the hardships and think about what needs to be done to solve the problem.

When it comes to leadership, disruptions always happen in every organization. Leaders constantly face change and through flexibility and fortitude, they can find ways to get out of a labyrinth. Without change, an organization will remain stagnant. It will not boom and bloom. When a leader is resistant to change, he/she possibly doesn’t want to improve. He/she only settles for less. When a leader is proactive in facing and handling change, it will create a positive impact on his/her subordinates, leading them to think and accept that change is vital for them to effectively recalibrate, reinvent, and embrace new paradigms that will solidify the organization amidst challenges and will enable them to collaborate to achieve their common goals.

What needs to be changed? Sometimes, it’s the leadership style that will depend on a specific situation or predicament. Sometimes, it’s the perception of the leader towards leadership because it’s always important to become a servant leader, not a bossy dictator. Sometimes, it’s the plan because there are always disruptions that make a plan irrelevant and we can always bounce back and try other options. Sometimes, it’s the worker because whether we like it or not, if he/she is the evil extra baggage who never exerts effort to change and the one who could be the cause for the organization’s downfall, we have to set him/her free. Sometimes, it’s changing that needs to be changed because we need to assess first what will be the consequences of our actions to lessen the damage or dodge it as much as possible.

When change happens, there are only two possible outcomes that come after it. It could break or make you and the people around you. Who will be involved? As I have said, it's you and the people around you. There are also instances that there are unforeseen individuals who will come along the way which will help you or worsen the situation. 

In an organization, change will always be felt by all but sometimes, only a few will care or will acknowledge how significant change is. Thus, it is very important for a leader to enlighten his or her subordinates about the real beauty of change. They need to realize that life isn't always sugar, spice, and everything nice. There are times that they need to face the panic zone and conquer it to experience learning and growing.

Change can successfully be managed when you are thriving. When you have the vitality and the determination to learn, you can always adapt to change and even take advantage of it. You just need to acknowledge the various enablers that will help you manage changes or disruptions. These enablers could be positivity or proactiveness, psychological flexibility, drive to learn, sense of religiosity, social capability, support from colleagues and significant others, and ability to face adversities. With these enablers, we can surely find the light at the end of the tunnel.

 

 

Credits to the owner of the image: https://cpoinnovation.com/change-management/