“One drowns not because they fall into water, but because they can't get out.”
Rumi
Events, situations, and people are not absolutely good, absolutely bad, absolutely right, or wrong. They are simply real. We are the ones who put these labels on them. An event that happens to us, a change we encounter, a person we meet… Our past experiences, the culture we grew up in, the education we receive shape our perception. Ultimately, it's not the reality itself that determines our behavior, but how we perceive that reality.
In our society, the concept of “change” is not very popular and triggers emotions such as anxiety and fear. Individuals, whether in their own lives, their corporate worlds, or their social spheres, perceive change as dangerous, risky, and fraught with potential losses. They believe that changing processes, environments, and situations put them at risk of losing what they value: their jobs, their power, their status, their reputation, their comfort, their freedom, and even their loved ones. However, the reason we face risks is not the change itself, but our lack of awareness and knowledge in managing the change process. We have the potential to eliminate all these risks by managing change through a structured process and within the framework of generally accepted standards. We can more easily enter the unknown and grapple with whatever we encounter. Therefore, change management is a fundamental discipline that must exist in every aspect of life. Change management is knowing how to swim to get out of the water we've fallen into.
On the other hand, if we can learn to swim, we can witness its benefits reflected in employee engagement, financial statements, brand perception, and market share. With proper sponsor and stakeholder management, transparent communication, fair resistance management, and an effective and solution-oriented project, it is possible to manage the process before perceived concerns are unfounded and potential problems even arise. Managing change in a structured manner conveys to internal and external stakeholders that the organization is in control, takes the process seriously, and is aware of its responsibilities. It ensures that time and efficiency levels remain optimal and that obstacles encountered by the organization, employees, and managers are resolved in the most effective and non-destructive way. However, for organizations that manage to establish a culture of change, it becomes much easier to keep up with the ever-changing world and take their place in the market as a dynamic structure.
In short, by recognizing the impact of perception on how change is perceived, it's possible to achieve a more cost-effective, more effective, and shorter process through a structured change management process. We need to raise awareness of this issue in our country as soon as possible… because we need individuals, the business world and society that can manage to get out of the water.
Rana ÖZŞEKER