Have you read my change management model blog post? Usually applying those steps towards change are useful in any situation….

I think the scariness you refer to has something to do with the tightrope that managers and staff walk between the political aspects of being enthusiastic about the change and attempting to manage the perceptions of others and on the other hand, dealing with the very real threats that are incorporated in change proposals.

Thanks for the stimulation of your blog, I appreciate it.

I’ve really blessed through the process of change that’s been happening – not just with my company, but everywhere, really – that I’ve been able to speak with and interview some thought leaders who have also managed change and consult with top leaders on managing change.

In that process, it really came out to me that one thing people don’t think about is this: talking about change is SCARY! specially in public. And at work. But it’s critical. Within and outside of organizations. That people think about and are intentional about managing the change process.

So you’re right, we need to equip and encourage conversations about change. Or else, people just embrace their feelings and their fears. Which isn’t typically productive. In fact, it can be poisionous.

Reality is another big concept for me right now, when it comes to change. John Maxwell has some great stuff on reality leadership that’s been very useful for me. Sometimes, reality is not what we want it to be! But we can be empowered first by accepting reality to shape it.

We can shape change!

That’s why getting change management advice to all levels of leadership is important to me. Because everyone can play a part in building trust and making change positive.