Thirteen factors affecting change
The Thirteen Factors Explained
| Impact on me | It is easy to look at change objectively when we are not directly involved in it. As soon as it affects us and our life, we become emotionally involved and therefore not quite so rational! |
| Level of control | Our perception of change can be altered by whether we feel a part of it. If it is being ‘done to us’, it tends to be uncomfortable. If we have initiated the change, we are usually more enthusiastic. |
| Opportunity to contribute | We tend to buy into change initiatives if we feel that we can contribute ideas or activity. If we contribute, we feel that we at least have some influence over the changes. |
| Perception of change | If we believe that a change is positive, we behave positively towards it. If we believe that the change is negative, we will show much more negative behaviours. |
| Ultimate purpose of change | Even if the change is unpleasant or uncomfortable, we will still go along with it if we agree with the ultimate purpose of the change and can find meaning in going through the transition. |
| ‘Expected’ response | Often, organisations expect us to react to change with enthusiasm and concern and negativity is not acceptable. This makes people feel ‘wrong’ for worrying and voicing concern. |
| Regularity of change | One-off change or short periods of change are easier to manage than constant change or the constant threat of change which can unsettle the whole organisation. |
| Information provided | The more information we have the more in control we feel. People respond better to changes that are seen as being ‘transparent’ with nothing hidden. |
| Tools & techniques | If we believe that we are not capable of managing the change, we feel insecure. Giving people the tools and techniques to manage change will give them a more positive approach. |
| Personality preferences | Our personality preferences will impact both the amount we like change and the approach that we take towards the change. |
| Leadership level | Everyone goes through the same process when dealing with change; so go through the process quicker than others. Our position in the process will determine our response. |
| Position on the change curve | The degree to which change impacts upon us will be dependent upon the leadership level at which the change occurs; the higher the level, the bigger the impact. |
| Motivation preferences | Our motivation preferences will affect both the amount we like change and the approach that we take towards the change process. |
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Further details can be found on the main change curve web page
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