Today we have a small surprise in store for you. Today’s newsletter Musings is being written by my good friend Tony Padgett. Tony and I are doing the Life Tools Podcasts together and I thought it would be great for everyone to get to know him a bit. Also at the time you receive this newsletter, I will be in the jungle in Peru, not too far from the Amazon river. I checked and there are no internet connections, no cellphone towers, and no convenience stores. At some point in the future I will write some about my trip, but for now, let me introduce Tony….
Tony has been working and living in Asia for the past 23 years, the first 17 of them in Japan and the last 6 in Singapore. In addition to his study in Hypnosis, Aikido, and NLP, Tony has worked for a variety of companies including Toyota, Seiko, and Canon as well as few financial institutions. He is currently managing a team of 100 people and has seen an led a variety of change management programs during his career, so I thought it would be appropriate for him to write this version of the newsletter.
Which brings me to the point…this week’s newsletter and podcast is about “Reframing your relationship to change”. We look at how to reframe our relationship to change and engage our challenges from a positive, self-empowering perspective. Due to the nature of the topic, this is one of our longer episodes, so we recommend you listen to this a few times in order to fully absorb and understand each step.
If you would like to listen to today’s podcast on our website (and you can download it as well), then please click on this link: Reframing your relationship to change. If you are subscribed already via iTunes or another podcast player, the podcast should already be showing up. And, as always, you can find our back catalog of podcasts by clicking on this link: Life Tools.
Without further ado, I’ll let Tony take it from here.
In my 23 years of business, I have seen a variety of change programs implemented. Some of them have been good but most not-so-good. And the reason I would say most of them have failed is because they did not capture the emotion of the teams involved. They try to rely way too much on the logical reasons behind the change (e.g. pull out the PowerPoints and show the cost savings, gains in efficiencies, etc.) rather than speak to the teams that were going through the change and give them an emotional reason for why they should buy into the change program to begin with. The change may be good for the company, but why was it good for the employee? Moreover, when a change program is implemented to save costs, I am sure most were thinking…I had better watch myself since if they are looking to cut costs, maybe I’m next!
And, while a change program may have been technically completed, I would say many of them still failed because they left most employees feeling neglected or dis-empowered since they felt no direct connection to the results or were not engaged in the process. The change effort may have changed people on the outside, but their internal behaviors didn’t change.
While change is sometimes obvious as with a change program, another type of change is the ability to grow and adapt to the environment around you–a more indirect type of change. I am sure we all have seen companies that have failed because they kept to the status quo since it’s always harder to start change than it is to sustain it. In the podcast, we discuss one of the more well-known stories…..Kodak. Kodak missed the opportunity to change–they did not move into the digital film arena, and now they are struggling to remain relevant, and there are even reports of the company going bankrupt by September this year.
The key to being open to change is to accept that change is inevitable and that we need to be open to change to adapt and grow. There is no way that we cannot not change! Our bodies changes, the weather changes, and even our opinion changes (especially as we get older, at least in my experience!) The challenge will be is if we change in a generative way or simply change because we are forced to. The former way will bring a lot more positives into your world while the latter will not be lasting.
We tend to not be open to change just because it makes “logical” sense. We tend to change when we feel good about the change itself, as discussed above there is an “emotional” component that influences us to change. Our podcast addresses how to take our limiting reactions to change and modify them into a more positive, generative way to viewing change and thus the way we feel about change overall. By changing our limiting behavior and being open to change, we believe we can then live our lives to the fullest potential.
I hope you enjoy the podcast, and thanks for listening! For your convenience, the link to the podcast is here: Reframing your relationship to change.