While the expression, change is the only constant, may be trite and a cliché, it does seem as though the world has been in a bit of a tail spin these past few years.  Whether it is in the Middle East, the Mid-West or Wall Street, dramatic and continual change seems to be the name of the game.

Many organizations will initiate change that may or may not make headlines. Thousands of employees will face revised job responsibilities, a new boss or a layoff.  Research indicates less than 30% of corporate change initiatives succeed. One primary reason is leaders mismanage the human side of change. Many leaders believe that if structural, financial or technical changes are implemented well, people will fall in step with the new order. But change only succeeds if people move successfully through three stages of psychological adjustment.

First, people must let go of old realities, embracing that there’s no going back to old ways. Only then can individuals move to the second phase: a scary, unsettled place dubbed the “neutral zone”. During this critical stage, each person must overcome anxieties and fear and prepare to move in a new direction. Finally, the process is completed when the individual arrives at a new beginning with renewed energy, purpose and identity.

A change event – such as a layoff announcement – is situational, outcome- focused and relatively quick. The three-stage transition to a new normal extends over a longer time period. People need time to cope with loss of the familiar. It takes time to adjust to new relationships, behaviors and places. The process is uncomfortable and downright painful if mismanaged.

Fortunately, the change and transition experience is both predictable and manageable. Leaders can prepare for, understand and do the right things at the right times. They can successfully navigate through their own psychological stages even as they skillfully assist others through the transition. Change leadership skills can be learned.

Sadly, many organizations falter because leaders are human too. A natural human reaction is to withdraw emotionally.  Another typical mistake happens when leaders dismiss others’ emotional distress. The opposite response is needed during organization-wide upheaval – or when one new team member comes on board. Leaders must bring hope by reaching out, acknowledging natural human anxieties, and responding in ways that help people transition to higher potential.

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