“I do not agree with the new method of doing things. We were happy and successful in achieving our results the way we have been working to date. The new way or method of doing things is illogical and does not confirm the way we have trained ourselves all these days. I am not in a position to learn a new technique for the sake of it because it is extremely difficult for me to adapt to the new style at this juncture of my life. I am reaching 60 soon, and it is impossible to adapt to anything quickly. Unless you convince me that this will yield great results for the company or me, I would like to know what benefit it brings to anybody.”, An experienced employee of the company was objecting to the new way of doing things introduced by their supervisor in a team meeting. He was extremely vocal about his likes and dislikes. Many in the room nodded their heads while he objected, and once he finished, others started asking “why” questions to the supervisor.
This young and energetic supervisor was feeling cornered, and the entire episode went exactly in the opposite direction from his expectations. He read a new book that weekend and found the new way of doing things is pretty exciting and must bring energy into the team and rejuvenate the group. He has not imagined that he will face so much resistance, even at the mention of this. He was not happy, and that was clearly evident from his behavior.
In the evening, he met his friends over dinner. His changed behavior brought his friends attention, and they tried to inquire about the matter that was disturbing him. After a couple of drinks, he spat out,
“I really don’t understand what these guys want. They are old and inefficient, not ready to change or adjust; only their veteran status stops me from saying anything. At times, I feel they are more a burden to the organization than an asset,”, he said.
“Just try once. If you do not see any results, then we can change, but if you do not try, how would you know if it helps or not”. The young supervisor said.
Somebody tapped on his shoulder. When he turned back, he found the elderly staff member about whom he was complaining standing beside him. He was sitting alone at the next table, having a couple of drinks to celebrate his wedding anniversary. His wife passed away a few years ago, and this man was surviving by keeping himself busy at work. He overheard his new young manager complaining about him with his friends.
The young manager was feeling awkward, as he always respected him due to his skills, knowledge, and workmanship, but he was just ranting in front of his friends to express his frustration.
His friends welcomed this elderly man and started chatting to get to know each other. Knowing about his wife and his loneliness made them sympathize with him, but knowing his dedication and passion for work made them respect him. His name was Sumedh, and he was from North India. Living in Bangalore for 25 years.
This young manager, Anil, found it awkward and wanted to discuss the elephant in the room.
“Sorry if I was disrespectful to you, but I am unable to understand the reason why we are not interested in even attempting the new way”, Anil said in one breath.
Others at the table stopped Anil and said, “Let’s not discuss work here, guys!”.
Sumedh said, “It may have arisen due to a work situation, but let me express it here as it helps understand why people object to anything.”
All kept quiet and paid attention to what Sumedh was saying.
“We all have layers of personality.
“The outermost layer is the ‘happy and free me’. Then, as we get deeper, we see different layers, and each layer clings to one of our senses: security and identity.
“Our identity is multilayered. Me, my family, my friends, my society, my sect, my religion, my language, my state, my country, my race, etc. are different layers. When we are happy, we are beyond all these layers and free. We do not feel bad about anything. But the moment we do not feel comfortable, we start identifying ourselves with one of the identities that would give us security. For example, when you are among people who speak different languages, the moment you feel a little unsecured, you try to find people who speak your language. Similarly, if you are in a foreign country, you try to find people from your country when feeling unsecured, etc.
“When you are at work, you will find people grouped by their experience group, designation, etc.
“We are all at a certain level of insecurity already in our lives, and any new way brings anxiety and further insecurity. Hence, you would receive resistance, and always there will be a push back to the status quo.”, Sumedh paused and looked at all the young and curious individuals.
“So, should we not try out any new ways?”, Anil asked. He was irritated once again.
“Let’s go to ‘Big Beer’ down this street. They have a nice beer collection”, Sumedh asked. All felt Sumedh now wants to divert attention.
“No. Some other time. We are kind of done now. You may go if you want”, one member of the group said, and all others nodded.
“But the collection of beer is new. You might never have tasted such”, Sumedh insisted.
“But we are almost done; I would rather go home”, Anil said.
“Let’s go, Yaar! We can spend a few more hours there. Anyway, tomorrow is Saturday,”, Sumedh insisted.
“I do not see a point in going to a new place without a real purpose. We are having a good time here. If you do not like beer, you may go, but I will spend half an hour more and go home”, Anil shared, sounding frustrated.
He said Sumedh was smiling and maintaining eye contact with Anil. He started getting the point that Sumedh was trying to make. They sat for an hour there, and Sumedh made him understand that new ways are always welcome, but you have to understand that everyone feels displaced by such moves. Bringing change is not just sharing ‘What’ but starts with ‘Why’. Talk to the individuals affected and listen to them so that you win their confidence, clearly define ‘How’ the change should be brought, and then share the ‘What’.
Here is a simple framework.
- Forget ‘what’ you thought about the change and understand ‘why’ you think change is required.
- Internalized that you value the people who are going to be affected by the change.
- Meet each one of them individually and talk to them about the ‘why’ you think change is required. Listen to their ideas and thoughts.
- Come up with ‘What’ post the discussions and clearly list the ‘How’ you will bring about the change.
- Share the change with all and let people discuss the new way, but conclude on what should be done.
Nobody likes change but as a leader we have to bring change to ensure things become efficient. It just needs patience, respect and right method.
Life as Sakti 