The Death of Change

“Change” category on my blog page). I recognize the dangers of being satisfied with the status quo or trying to preserve an institution. My views haven’t changed, but I want to consider the other side of the coin for a moment. Robert Quinn is famous for saying that organizations only have two choices: deep change or slow death. Some people readily embrace this proposition. They see the need for deep change and long for the opportunity to help lead the process. They are often either in a position of power (where they can drive the change) or they’re young and idealistic (where they don’t see the risks) or both. Others also recognize that change is needed, but past experiences make them more cautious about the challenges that lie ahead. And some people see the path of deep change as a kind of death in itself. These are often people who are older, either in age or in their tenure with the organization. They are processing change at multiple levels. At the surface, they may not like the specific change that is being proposed (e.g., “the new schedule doesn’t work for me”). But the issue is much deeper. They’re often dealing with a perceived or real loss of influence (i.e., “I would have been consulted on that decision in the past”). This loss is often occurring in other parts of their lives as well. A younger colleague may get the promotion, or they’ve retired and find few opportunities to make a contribution. Add to this the physical realities of bodies that remind them that we can’t stop the aging process. It’s no surprise, then, that some respond to change with anger or grief, as if you’ve accelerated the pace of their personal demise. Does this mean that change efforts are doomed or that you shouldn’t even initiate the deep change that could prevent slow death? Not at all. But it does suggest a pastoral approach to those who will experience change as a kind of death. Rather than treating them as enemies, we can hold their hand through the process, just as we would anyone else who is experiencing grief. We can listen and be sensitive to their feelings without letting them obstruct the process. If we’re not respectful of the death that change can represent, we may find that our efforts to lead change will die prematurely. It’s easy to receive my blogs by email. Just sign-up on Feedburner by clicking here.]]>