It is fact that human beings prefer that which they know. The familiar is safe and steady and change involves risk and the prospect of disappointment. However, change is synonymous with development and growth – with walking the path to achieving goals, dreams and success.



Organisation change management is a science in its own right and much has been written on the process of managing inter-company changes like the adopting of new systems such as task management software, or a change in the hierarchy of command.  This article does not explain change management procedures in a step-by-step manner. This article is concerned with understanding the phenomenon of change in a business environment as compared to how we approach change in our social lives.

Why the Elaborate Ceremony

The way in which cultural societies approach positive and negative change of a drastic nature is through ritual - through ceremony. From one phase to the next, change is motivated through specific events. In many cultures, the transition from primary school to starting high school is marked by initiation; the transition from life to death is marked by a funeral; the transition between being a dating couple to being a lawfully married couple is marked by a wedding ceremony.

These events are there to symbolise specific transitions and supports the way in which people will perceive the change; how it will be perceived and received on a cognitive, emotional and behavioural level.

At a wedding, a commitment to the change is emphasised through the couple making promises to each other in front of witnesses. They are encouraged to live towards a new goal, and that being the happiness of the other person. The goal, or the bigger picture, that must be worked towards on a continuous basis through adapting behaviours.

In a growing or expanding business situation it is not common and not really appropriate to hold a ceremony when changes are implemented. However, it is still important that the people involved are guided and supported in the sense of perceiving and receiving that change.

Successful Transition Requires Intentional Efforts

Change can be received as a smooth metamorphosis, or it can be received as a shocking surprise. More often than not, although the change is accepted, it shakes us none the less, hence, “cold-feet”. Any change and the sustainability thereof require intentional efforts. Family, friends, bridesmaids and best men, even the preacher, are there to support and encourage the threshold situation for the new bride and groom. In the transition event, or the threshold situation, effort must be invested into supporting the collective shift in perspective, in point-of-view, and the shift in behaviour – only then can change truly happen.

The Bigger (ideal) Picture and Sustained Commitment

The last thing we want is for the members of the company to go through a “honeymoon period”, only to fall back and refute their initial “vows”.

The organisational leader is the person at the centre of seeing to that the change happens. His or her intentions must be clear, his or her motives must be clear and the reasons for changing must be clear. When all is clear and fully comprehended, desire is the next step.  Your desire for the change must be strong and commitment to it must be a conscious effort.

Change may be announced through ceremonious events, but for it to be sustained on a path of continuous development, making it work over a period of time, means that the ideal scenario must be in view, in everyone’s view, and all efforts must include working towards that ideal view. The committed organisational leader, leading by example, will encourage commitment in others.

To Keep on Communicating

The problem with communication is the illusion that it has been accomplished - George Bernard Shaw

Announcing change once is not enough – the reasons, goals, requirements must be continuously communicated. What we want is to have an effortful action become a painless routine. But we don’t really love routine either, and so once change initiation is encouraged, the routine carrying-out must be encouraged – continuously.

Back to marriage, any relationship requires efforts and work, the grass is greener where you water it type of thing. It might get easier, it might get harder, but all and all, the work never stops. Once the effort stops the relationship stops.

Keep on monitoring behaviours, be sensitive to attitudes, manage the process through the change management procedure of choice, but keep the goal in sight and keep it in the sights of others as well.

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Carla van Straten is a Writer for Sound Idea Digital | Carla@soundidea.co.za | Sound Idea Digital l www.soundidea.co.za