How to Manage Change During Hardship?

Years ago, the leadership and management had a simple goal: stability for themselves and their organizations. Accordingly, they embraced certainty and predictability—and most efforts geared towards maintaining the status quo. Some modest modifications happened to the strategic plan; however, it was not the norm.

Today, hardship has blown that comfortable scenario to smithereens. For the past two years, it has been almost impossible to avoid change, and we are required to develop a culture that keeps moving forward to stay relevant and sustainable. This presents an unfamiliar challenge. It is moving from the convention focus to devising the best strategic and tactical plans to understand the human side of change management. Projects themselves do not capture the value of change. It is realized only through the sustained, collective actions of the employees responsible for implementing, executing and living with the changed environment.

During transformation times, leaders often say they are concerned about how the workforce will react to change, getting their team to work together, performing
well and leading their people. However, unfortunately, leadership teams usually fail to plan for the human side of change, often wondering why their best-laid plans have gone wrong. Organizational change is hard because it provokes sensations of physiological discomfort.

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