Sustainable Change – The Elusive Tool

Often we feel the need to make some changes. This may be in our own selves, our loved ones, our team, our organization, our society or our country. This change may be needed to increase the positives or decrease the negatives. This change may be to accelerate the growth or retard the downfall or even to stay where we are. This change may be incremental or even complete transformation.

Who hasn’t heard about the saying that the only constant thing in life is change?

Unsatisfactory result is the most common trigger for recognizing the need for change. I strongly believe that every one approaches a situation with a positive intention and most have a belief that their analysis, strategy, competence and actions will produce the desired results. When that result does not come through, people are forced to analyze, either own their own or per force, the reason behind the under achievement.

This need for change may be related to competence, thinking, behaviour, habits, processes, relationships, priorities, allocations, culture, environment, circumstances and so on.

Sometimes, one may be satisfied with what one has or achieved. But, exposure to new possibilities often triggers the desire for something better or more.

Second trigger is anticipated events. An anticipated change in environment, new or bigger goals or progress in implementation warrant a change is strategy, plans & actions.

Third trigger is the change in the decision maker. There is no absolutely right way of doing most of the things, especially in the man made concepts. Be it business management, leadership, organizational behaviour, strategy, technology, processes, procedures, practices or relationships.

If there were and known, every family would be happy, every person a hero and every organization successful.

The decision makers rely on their knowledge, information, past experience and trustable advice available to them to take decisions. The same person may change even own decisions over the period of time as the inputs change. This requires people supposed to follow & implement the decisions also to change.

Another trigger for change is the rapidly changing technology. The way we did everything has changed tremendously. Be it the way we learn, work, interact, entertain, live or travel, everything is changing rapidly. Naturally, we have to change commensurately in all walks of life.

Changing norms and morals of the society are also bringing lots of change. What was a taboo few years back has become totally acceptable today. What was normal then has vanished or is unrecognizable now.

Change is so pervasive and common that we should all be so good at changing especially if the change is beneficial to us.

I have worked in many organizations like government, PSU, private and MNCs. I interact with and observe several people in personal life also. I have rarely come across a person who does not want to live and provide a better life, who does not want to discharge his responsibilities in a better manner, who does not want to contribute more or who does not want to be respected & loved more.

Most of the people are willing to change if that will help them achieve the above goals. This is clearly reflected in the millions of books that are sold every year telling people how to be better at almost everything. Thousands of teachers, trainers, mentors, coaches, motivational speakers, religious preachers and spiritual gurus are all working towards helping people change for the better or avoid change for the worse. Every parent, elder, spouse, friend, relative, superior, colleague and even subordinate is busy asking and helping others to change.

But, are we really living a better life or performing better, consistently and sustainably? Is there more love and happiness in our life than before? For some yes but for most no.

One reason is that some people are too self indulgent and keep blaming the extraneous factors for their misery and problems. Naturally they miss the opportunity to bring a beneficial change in their self.

There are others who understand that the short coming is with themselves or at least want to begin with themselves. Many times, they are not able to identify the areas, quantum or method of improvement. Such people can do with external support from capable & trustable friends,  family members or colleagues. If the desired result is critical, even engaging a life coach or approaching a guru might be a good idea.

There are lots of commonly available programmes that can help us identify the change required. Most organizations have formal feedback mechanism to help employees become more productive, efficient and successful. Informal feedback is always available from all over provided we are willing to grab & decipher it.

New Year resolutions are a classic example of the recognition for a need for change. Breaking of those resolutions is also a classical example that most changes are only short lived.

This is the biggest reason why in spite of having knowledgeable, sensible and committed people all around, the world is not a better place, we are not happier and we are not as successful as we would like to be. The change that we are able to bring in self and surrounding is short lived.

Sustainable change is as elusive as a mirage or the proverbial pot of gold.

Individuals, families, relations, organizations, societies and even countries launch major change programmes, sometimes silently and sometimes with fanfare but it all dies once the initial euphoria subsides.

People start exercising or reading, try to pick up new skills or improve the existing ones, join courses, try to break old habits or inculcate new ones but get back to the old ways very soon. Organizations introduce new structures & practices, adopt new standards and processes and hire consultants, trainers and coaches. The more things change, more they remain the same.

So, why is change so short lived? Why is it so difficult to sustain & grow the new?

One big reason is inertia. Any change requires effort and is uncomfortable. We, by nature, abhor any extra effort or discomfort.

Second is the fear of unknown and failure. Familiarity with the old and known gives a sense of security in that moment without realizing that sitting in a boat headed downhill is more dangerous than getting out in to the stream and attempting to swim to the shore. People are ready to be satisfied with little but sure success rather than attempting something big or different. Risks involved are more prohibitive than the lure of potential gains.

The third and biggest reason, in my opinion, is the externality of the new goals that necessitate change. People see them as being imposed by the parents, spouse, family, managers or the organization. They are not able to take ownership of the goals that are eventually beneficial for them only or also. The entire change that they embrace is under external pressure, stimulus or inspiration. The moment that external support is removed, they go back to their old ways.

The change is sustainable only in 2 cases.

Easier & quicker but less effective is irreversible & uncompromised change in a process. Whether liked or not, whether accepted or not and whether internalized or not, the new way is the only way of doing things. This is a coercive method and requires tremendous amount of supervision and monitoring.

A better way, though a bit long drawn, is to make a change in the way people think. That changes their emotions, values, actions, habits, culture and thus results.

This is where the role of leadership emerges. This leadership can be for self or for others within our zone of influence. A Leader is one who can enroll people and draw them to stretch towards a shared vision. He may or may not be a person in authority though being in authority helps.

The more lofty, glamorous & exciting the goals, more identifiable milestones, easier the process to understand and implement, more distinctly visible the rewards and benefits, clear losses for non compliance, more examples of successful or beneficiaries to emulate & be inspired from and more impeccable the leader’s conduct & reputation, the more sustainable a change can be.

External change is inevitable while internal change is optional. What gets affected by the convergence or divergence between this inevitability and option is the quality of life and success of individuals & organizations.