Change. It’s scary – right? Well, maybe it is and maybe it isn’t as it’s something that elicits many different reactions across a range of people - it depends on your perspective and, perhaps most of all, your mindset.
Having managed numerous major change projects, we know all too well from experience the range of reactions that change can provoke in different people, from happiness (Yeah! Something is going to change at last) and excitement (I can’t wait for a new challenge) through to guilt (were my past efforts not good enough?), fear (what’s going to happen to me?) and disillusionment (right, this is all too much so I’m getting out of Dodge). The effect of badly managed change on organisations can be devastating, reducing productivity and potentially leading to obsolescence.
The only constant in life?
There’s a very popular saying that has emerged over recent years – ‘change is the only constant in life’. If this is indeed the case then isn’t it a little mystifying as to why change isn’t accepted as the norm and therefore welcomed by all? Instead change remains one of the main challenges for managers and leaders in organisations across the UK and beyond. However, there is an exception and that is with orchestral musicians where change is at the very core of their daily worklife. Whether it is repertoire, colleagues, conductor or venue these elements can change from day to day thus creating unknowns on a very regular basis. However, the mindset of the musician is such that change is not only accepted but embraced and this is just one of a plethora of reasons why so much can be gained from seeing music as a metaphor for business thus helping people, teams and organisations to function more successfully.
Models of Change
For your business to survive it will need to evolve and this inevitably means that individuals, teams and organisations will need to accept change. Many tools in the form of models of change management have been developed in recent years by the likes of Lewin, Kotter, Bridges, Kybler-Ross, McKinsey and a plethora of other esteemed experts in order to help organisations to navigate through change projects. Here are just some of the models:
Lewin’s change management model
The McKinsey 7-S model
Jeff Hiatt's ADKAR model
Bridges’ transition model
Kübler-Ross’ change curve
However, whether a one-person operation, an SME or a global player, one thing is
common to change and is what every model of change management is built upon – that is the need to move people from one state to another. Failure to recognise this factor of change is often the reason why so many organisations fail to execute change projects successfully. A preoccupation with processes and procedures, the mechanics of change, rather than culture, the emotion of change, will potentially lead to failure. This is where Corporate Conservatoire comes into its own using music not only as a tool in practical activities but also as an enabler and a metaphor for organisations.
Whether you are attempting to ‘unfreeze’ your people as part of Lewin’s approach, ‘create a sense of urgency’, ‘reduce obstacles’ and ‘keep the momentum going’ à
la Kotter or encourage people to move from ‘ending, losing and letting go’ to ‘the new beginning’ according to Bridges, we can facilitate activities that will motive and inspire, breaking down barriers and providing a shared experience upon which to build trust and confidence. We provide creative solutions to help teams to express how they feel about change, and encourage them to work together more effectively in their changing environment - adapting, evolving and future-proofing. All change? Yep, bring it on......
Let’s leave the last word to John F Kennedy:
“Change is the law of life and those who look only to the past or present are certain to miss the future.”
Until next time
Andrea & Simon
you can email us on: firstname.lastname@example.org