Preparing For Change – Motivation and The Human Element:

Change for only the sake of change is a waste of energy and other resources. Change should result in moving us past the status quo. It should also impact people in a positive, beneficial manner. People should feel better about themselves and their situation after the change than they did prior to the change taking place.

The definition of “better off” will vary from person to person and their individual situations. Therefore, it is crucial for initiators and leaders of change to receive feedback from others who will be impacted by the potential change, understand what’s important to them and invite their input and participation throughout the process.

In Corporate America, we often call it “WIIFM” – “What’s In It For Me?!” Selfish? Maybe. Important to address? Yes!

Let’s get down to basics in order to better understand this question asked by most human beings on earth.

You may recall Maslow’s hierarchy of needs, which he proposed in “A Theory of Human Motivation.”  We can utilize this theory to better understand what generally motivates people (including you) and, simultaneously, makes them apprehensive and prevents them from embracing change. We can then work to genuinely address their concerns and encourage them to participate fully in the change.

In summary, Maslow theorizes that human beings are motivated by the following needs, usually illustrated by a pyramid-shaped image (needs are listed below in order from base to pinnacle):

• Physiological – what human beings require for basic survival (air, food, water, clothing, shelter). At a minimum, are people’s basic requirements and needs being met by the change?
• Safety – what people require to feel safe and secure (personal, financial, job security, health and well-being, etc.). Will each person feel safe and secure after the change takes place?
• Social Belonging – individuals have the need to connect with other individuals (e.g., family, friends and neighbors). Will the change expand opportunities for social interactions and belonging?
• Esteem – each person feels a need to be respected by others. Do the change, related processes and intended outcomes take this need into consideration?
• Self-Actualization – this is the desire to achieve one’s full potential, to accomplish everything that one can. Will the proposed change give each impacted person an opportunity to achieve their full potential?

Pause for a moment and ponder on these needs. In my layman’s opinion, they are at the very core of most human behavior.

Now, if you agree people are most important and should be the highest consideration when contemplating change, let’s expand our understanding of them.

The mental, physical, emotional and spiritual aspects of being human play a central role in daily routines and more so in dealing with change. The mix of these aspects is dynamic and will differ from person to person and situation to situation. The ideal personal state is realized when all aspects are in balance when managing a particular situation.

To illustrate: The physical and mental aspects lead the way when you are participating in a 10k race; your emotional self comes to the fore when you are comforting your teenager who is going through their first heartbreak; and your spirit rises higher when listening to an uplifting sermon in a place of worship.

If you are the change agent leading your team at work or at home, you will be more successful if you acknowledge these aspects of being human and address them individually for each team member and collectively for the team.

The best case scenario is when a team member is enthusiastic about the change and is willing to do whatever it takes to implement it successfully. The more difficult situation arises when someone is opposed to the change and withholds their support and, perhaps, overtly or covertly works to undermine you and the process.

Regardless, if you are leading the change, you are responsible for ensuring your team works together to successfully manage the situation. The better you understand human behaviors and the motivations behind them, the more successful you will be in your endeavors to implement change.

Keep in mind what we discussed in Blog #1: Change is inevitable. After all, we experience change with every breath we take. How well we prepare for a major change will determine how high we stack the odds in our favor. How well we execute will determine how much we succeed.

In an upcoming blog, we will discuss some of the facilitators of change.

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.