A couple months ago I wrote about my belief that change practitioners and the business people we work with would benefit from doing change with people rather than to them and that changes would go better if our focus was on supporting people as they lead themselves through change. I also called out these three key fears I think people have about “doing” change this way:

• The change won’t achieve desired end results.
• The change will take too much time and money.
• A loss of control and an unfamiliar approach.

My previous two posts were about the 1st two fears. This post is about the 3rd one.

I won’t be in control of the change

Doing change with people is more like improv than scripted theater with a director. The rules of engagement are less “command and control” and more collaborative. This approach casts leaders as “leading from the shadows”, subtly influencing and guiding, being a collaborator/co-creator with and support of rather than being the director, primary actor, or face of the change.

When we are the one creating detailed change strategies, assessments, plans, and decks we feel in control. Feeling in control gives us a sense of peace, safety, order, and like success is almost guaranteed if we just execute the plans. I know I have a visceral reaction when it hits me that I’m not in control. It makes me fearful and anxious.

I know I have a visceral reaction when it hits me that I’m not in control. It makes me fearful and anxious.

Can we name our fears?

We may not be super thrilled with the results we’re getting with the “command and control” change approach, but we continue holding on to this approach. Why? I recall a number of times in my life where I didn’t like where I was at, but it was familiar. So I stayed in less then desirable circumstances because to do so was more tolerable than doing something different.

Can we name the specific fears we have about ceding control of change initiatives, of letting the people who will be responsible for the day to day carrying out of the change being collaborators in the planning and execution of the change?

Closing thoughts

I want to hear from you. What do you think the impacts would be of doing change with people rather than being in control and doing change to them? What fears do you have about this approach?

Please post your thoughts and comments below. Let’s help each other become the best change management practitioners and enthusiasts we can be!

Thank you for reading. Until next time, take care and keep up the good work!

Mike