““A person drowns not because they fall into the water, but because they cannot get out.””
Mevlana
Events, situation, people… none of them are absolutely good or absolutely evil; absolutely right or absolutely wrong. They just are. We’re the ones that force these labels onto people and events. The things we witness, the change we encounter, the people we meet… it’s our experiences, the cultures we grow up in and the educations we receive that shape our perceptions. Ultimately, it’s not reality itself that determines our behaviour, but how we perceive that reality.
In our society, the concept of “change” is an uncomfortable one. It triggers fear and anxiety. People tend to see change in their own lives, the corporate world, or social spheres 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 risks we face are not born out of the change itself, but rather out of a lack of knowledge and awareness of how to manage change. It’s possible to mitigate all these risks by managing change through structured process and in an established framework of standards. We can more easily enter the unknown; we can more easily face whatever might come our way. This makes change management a fundamental discipline, essential in all areas of life. Change management is knowing how to swim in order to get out of the water we fell into.
If we can learn to swim, we’ll see the benefits reflected in employee engagement, brand perception, market share and the bottom line. With the right sponsors and stakeholder management, transparent communication, effective resistance management, and a solution-oriented plan, the change process can be managed so as to avoid potential problems and prove perceived concerns unfounded. Managing change in a structured way sends the message to internal and external stakeholders that the company is in control, takes the process seriously, and is aware of its responsibilities. It ensures that time and efficiency remain at optimum levels, and that any obstacles that institutions, employees, and managers may encounter are addressed in the most effective way. For companies able to establish a robust culture of change, keeping pace with our ever-changing world and taking their place in the dynamic market will be all the more straightforward.
In short, by being aware of the impacts which perceptions of change can have, it’s possible to spend less, be more effective and keep the process shorter through a well structured change management plan. We need to raise consciousness around these issues in Turkey immediately, because we need individuals, businesses and a society that can get itself out of the water.
Rana ÖZŞEKER