Winners and Losers in Change

In any change, there are winners and losers. Not those who get promoted or fired, although this may be a part of the equation, but those who find success or failure through the attitude they take.

Winners

Winners see change as inevitable and a natural part of growth and evolution. They do not fight it, seeing it as a process that, whilst uncomfortable, at times is broadly tolerable. They set to with determination and work they way through to the end.

Managers who win are those who actively and quickly sponsor the change. They understand the importance of teamwork and lead their people in working together. They know that culture is important and that it may well need to change.

They see resistance as natural and human and, rather than blaming people, they model the way, embodying the change and showing that they are willing to lead, and so encouraging others to follow.

Losers

Losers in change typically have a low tolerance of ambiguity. They change as an event, a thing that happens at a point in time rather than something that is fluid and continuous. Their first reaction is consequently often to hide and keep their heads down as they hope that the change will pass by without noticing them.

For losers, change is for others and they are more than happy for others to explore forwards and make laughable mistakes. Working together with others considered risky as you put yourself at risk when they make uncertain decisions.

Managers who are losers in change think their job is to make decision and not to change themselves. They may initiate change, but are unlikely last the course. They find resistance an unexplainable and annoying phenomenon and consider culture as unimportant as they seek to create change solely by mandate.

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Winners and Losers in Change

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