Preparing for Change – An Overview:

Preparing for change primarily involves preparing people for change – yourself, your team and others who will be impacted. It includes identifying potential risks, evaluating them rationally and taking action to manage and mitigate those risks. Being prepared minimizes the negative impact of life’s surprises. It also builds confidence and increases your chances of successfully managing a major change in your life.

I grew up a Boy Scout and the motto “Be Prepared” is part of my DNA. It has served me well throughout my life by helping to cushion some of the shocks of life’s at-times-bumpy road.

However, regardless of how well-prepared we may be, life throws us a curve ball from time to time. How we handle it is entirely up to us. Sometimes, it’s a swing and a miss. At other times, we connect and put the ball in play. Or, we can choose to do nothing, which often results in a strike-out. (Life’s pitches are usually within the strike zone.)

The degree or level of preparation depends entirely on how comfortable you are with change. The kind of preparation depends on where you are going and where you want to end up.

Would you pack the same bag for a winter trip to the mountains as you would for a summer vacation to the Caribbean? Do you prepare to go on a weekend camping trip in the same manner as astronauts train for a 12-month stay at the International Space Station? What about preparing for retirement from your job in Corporate America versus leaving your job to start your own Small Business?

Preparation involves not only getting ready yourself but also your teams at home and work. In almost every situation, you will find yourself relying on your team at home to help you through the transition. Your spouse or significant other, your children, perhaps your parents and close friends – all will play a part. The reason is simple: they, too, will be impacted by the change in some way. Therefore, they have a vested interest in the outcome and likely will want to participate in the process in some way.

The sooner you proactively involve them and garner their support, the easier the transition will be on yourself and them. In some cases, this may not be an easy task.

Each one of us has a different tolerance and appetite for change and the associated risks. Each one of us takes a different approach and follows a different process that leads to eventually accepting the change. Some of us take more time than others to feel comfortable about the change. Some people go through a process akin to the stages of grief – denial, anger, bargaining and depression before they can accept the change. (There are several write-ups on how to accept change; here’s one of them.)

Remember those times in Corporate America, whether in a large or small company, it was difficult to push through change, which frustrated the leadership? Or, the proposed changes put the team on edge? Well, now, as the leader of your team, it’s your responsibility to make it happen successfully for yourself and your team. The buck stops with you!

In upcoming blogs, we will talk about the facilitators of change as well as the human and other important aspects.

I invite you to join me on this journey and share your stories as well on Facebook and Twitter with the intent of helping others and contributing to the greater good.