Planning For Change

ChangeJust as every person has unique fingerprints; our minds all have unique ways of learning and working.

Some people, often the creative types, are very visual and prefer imagery in order to understand particular concepts or systems. Other people, often the more analytical/ technical minded among us, respond better to written or verbal communication instead.

It is important to understand how people’s minds react to varying stimuli in order to provide them with the best solution to a problem, or provide an understanding of a new process, product or system in a way that makes the most sense to that individual.

Frustration often results when people can’t make sense of something that’s new to them – it may be outside their usual realm of knowledge or area of expertise for example. This is often the product of a period of change within an organisation if a transition or change isn’t properly managed.

Failing to plan for transition phases is something that happens often but can so easily be avoided. What is often the case is that the top tier management or board of an organisation don’t get amongst the people further down the chain to see what would work best, why, and any objections they may have to resolve before implementing blanket policy or system updates. Without this research comes resistance and that in turn can be detrimental for your business.

Failure to get this preparation, balance and understanding right can result in frustration and a dramatic drop in performance and productivity. Take the time to work out how people best learn and what makes the most sense to them – it often simplifies processes in ways that benefit everyone involved.

Over the years, Vixtel has found that transitioning new clients across to our service has been made a lot easier by taking into account the varying speed and willingness of individuals to adopt new technology. We have recognised that spending time with our clients, and establishing a relationship based on trust and knowledge sharing has enabled us to guide them through the minefield that is: the fear of change.