The Emotionomics of Change

Real change happens when those who have to row the boat help redesign the oars.

So often the breakdown in implementing change within an organization is forced down from up high. The disconnect comes when the ones who have to execute the change have no stake in the outcome. For them, the failure of success is not emotional. Not personal.

While process change is often focused on streamlining the action of tasks to improve efficiencies, what’s often overlooked is the emotional receptivity of those that must accept, deploy and improve on those new processes over time. So while ergonomic redesign is applied to tasks, jobs, products, environments and systems, real change becomes a reality when the ergonomics of emotional receptivity are compatible with the needs, abilities and limitations of people.

The ones who row the boat.

Success in any organization is traditionally the result of developing a sound strategy, setting goals and leading a team to achieve a vision. And hopefully, a shared one. 

A case in point is Living Lands and Waters, America’s only industrial strength river clean-up organization.  It’s founder and president Chad Pregracke created a unique business with an eye on cleaning up a bit of our Earth. Because failure was not an option, Chad set clear objectives and maintained his leadership position – even in the shadow of adversity.  What’s more, he got his people who work the fleet of barges and shores to share in the process. Their input in the ergonomic design of the process gave them a personal stake in turning our rivers back to blue.

So whether you’re planning a new organization, or improving an existing one, get those using the oars to help design them. Because in deep water, we’re all in the same boat together.

Image source: David Blades | Flickr

Comments

[Lori Dominguez]

Glenn --- So true.... thanks for the piece.

Lori