Change is everywhere but are we really equipped to deal with it? How do we embark on change in the right way and bring people with us?
Change Architect for Marbral Advisory, Sasha Ogden, explains all in this insightful article.
‘It’s a new dawn, it’s a new day’… on 5th July, it was a new Labour government. The country had voted decisively for change as a ‘Starmer tsunami’ hit Britain with a political sea of red. Labour’s mission; clean energy; highest G7 growth; future of the NHS; opportunity for all; and safer streets.
“The climate and nature crisis is the greatest long-term global challenge that we face” is the opening line in Labour’s manifesto: ‘make Britian a clean energy superpower’. With this increased government focus, new regulations and policies to transition to a green future will hopefully include (at last) a clamp down on water companies that illegally dump sewage in our waterways. This, together with a vast proposal of policies aligned to Labour’s key drivers, means that businesses are going to be confronted with a tougher regulatory regime and should start preparations now for what may lie ahead.
But, ‘why change?’ and ‘why now?’. Without the answers to these questions, any initiative will lack both focus and urgency and will, therefore, struggle. That’s where a three-stage model called Bridge’s Transition Model can make all your worries disappear. Ok, perhaps not… but it can help you understand what people are feeling as they approach change; especially useful at times of emergent change with a new government.
Firstly, Endings – this stage allows us to understand the need for change, say goodbye to the old and prepare for the change itself. People need to understand the why, through clear communication that appeals to their hearts as well as their minds. Clearly defining the current situation and creating a vision of the desired state is paramount; the more involvement in this collaboration the richer and fuller the vision becomes. Feedback must be welcomed and information should be shared persistently.
It’s now time to let go… into the Neutral Zone aka ‘no mans land’. This uncertain stage is the period of change itself, the disconcerting feeling where the old has gone but the new is not in place yet. Communication is non-negotiable. Be open with how you are feeling, share your problems and find a solution. You want to create an environment of transparency to form a safe space, so that people will try something new. The big picture needs to be painted all over the wall so that people can see the new beginning, be reminded of it and in their own time, accept and support the desired state. Reassure, reassure, reassure to boost morale.
Finally, the release of energy in a new direction, to New Beginnings. This stage is a time of acceptance and excitement, where people have embraced the change. Not everyone will reach this stage at the same time, so be mindful not to be impatient and instead guide them positively through the process. Link personal goals to help sustain the change and most importantly, take the time to celebrate the journey, not just the destination.
If you know where you’re going, it’s easier to get there – is very true for change. But if you know where you’re going and you don’t know how to get there, the change experts at Marbral Advisory are here to help. Head to Marbral’s website to find out more or chat to the team: hello@marbraladvisory.com
