Change is hard.
But sometimes, it’s simply unavoidable — in life and in organizations. Take remote work: not long ago, many companies dismissed it entirely. Today, they’re drafting work-from-home policies they never imagined needing.
Change will happen — with or without us. But what turns it into lasting success?
First, we must understand that we have two different processes at stake: the change process and the transition.
In the example above, the change process can include getting a laptop, having flexible hours to take care of the children, and having proper communication tools, among others.
On the other hand, the transition is more about getting to accept and leverage this new situation. Here, it implies letting the old habits go and finding ways to adapt to the new context, such as going for a walk in the morning, eating at fixed times or anything that might suit you.
While the change might be imposed on you, the transition is a personal journey – we all go through it differently! These two separate processes have different lifecycles and potentially different actors. However, they affect each other. Indeed, a well-managed change can facilitate the transition, and a smooth transition makes the change successful in the long run. For instance, having access to the right resources and having clear and straightforward guidelines regarding flexible work can significantly impact people’s transition. On the flip side, people’s well-being in the new context is crucial for sustainable change.
As a change agent, it is essential to enable people’s transition. Organizations often overlook this, but not doing so sets them up for failure. To effect long-lasting changes, you should ensure that everyone finishes their transition.
The Takeaway
Lasting changes are the product of the change process, which is usually the same for all the organization members, and the transition, which is unique to each individual. So, completing both of these interrelated processes is required to succeed in the long run.