I never really understood the idea of managing change.
To me, it’s a bit like having a process to make sure the stable door is shut properly long after the horse has bolted.
The fundamental reason for the range of emotions labeled on ‘the change curve’ (that people may or may not experience) is that the audience is confronted with a change they are not involved in – they have previously been in the dark, they have no control and they cannot contribute. Their fundamental needs have been violated. They are having it done unto them. It is therefore no surprise that under these conditions change is typically resisted with people wishing to cling to a previous status quo that they are comfortable with.
I wonder what would happen if the entire budget dedicated to ‘change management’ after the event was put into ‘creative collaboration’ prior to the event?
What if you stimulated creative thinking, problem solving and collaboration so that people embraced change and included themselves rather than resisting it?
If you treat people like robots they will behave like robots – grumpy robots.
Don’t ‘manage’ the problem – fix it!