In a planning session with a client, I asked what they meant when they used the word ‘change’. It turns out it was being used as an umbrella term, including the introduction of new ways of working and a restructure. It made me realise what a loaded shortcut the word ‘change’ has become, particularly in organisations.
When we’re communicating about something that’s going to be different in an organisation – a change – the words we use directly create responses and reactions in the people receiving those messages. We assume that people know what we mean and that their interpretation and understanding will be the same as ours. We also assume that they will naturally want to be part of whatever the ‘change’ is.
Assumptions like this aren’t helpful however, especially in times when things are shifting. We just don’t know what people have understood and how they’ll behave as a result.
But, if you spend time thinking about what you mean by the term ‘change’ and explain that clearly, you’re showing respect for the people you’re communicating with. You’re taking the time to explain the reality of the situation and help them feel part of what’s happening. Most of all it helps to set expectations for everyone involved, including you.
As a result of thinking about what one word means to you and how you use it, you could move from creating fear and confusion to a position of clarity and trust at a time when you really need it.
If you’d like to chat about what change means for you and how you can make the process easier for you and the people in your organisation, get in touch.