People have been suffering terribly in the midst of Hurricane Ian. FEMA reports that federal responders are working alongside nearly 5,000 Florida National Guard members so far and now other state response and emergency managers. Recovery will be very hard, and early estimates said insured losses could reach over $40 billion.
As we keep these many people very close in our thoughts and prayers this week, I thought we could just reflect on ourselves and the people we both lead and interact with by talking about change styles.
“Scott, What on Earth Is a ‘Change Style?’”
I'm so glad you asked. Your change style is the type of approach you naturally bend toward when leading others in the midst of great change. These are the three change styles based upon the “Change Style Assessment” that I often use with my clients.
Pragmatists: These people approach change by exploring existing structures within a situation, and operate as mediators and catalysts for change within that structure. They prefer change that best serves the function. They can often appear reasonable, practical, and flexible but also noncommittal. We all pray that those cities and people affected by the hurricane will eventually "rise again," to become what they were before this storm, similar systems have worked before, and I know the people cannot wait for it to be over for them to use them.
Conservers: These people accept existing structures around them, but unlike pragmatists, prefer to keep existing systems and structures in place. They would rather see gradual changes happen. While they might seem cautious and inflexible at times, they are not afraid to ask hard questions. This might be someone such as President Calvin Coolidge. He is an often overlooked president because he was seen as too cautious and inflexible to enact any real change. However, his slow-moving approach allowed him to see the big picture when it came to things like the economy, and he became the only president to leave the office with no national deficit.
Originators: These people are original thinkers who will challenge existing structures from the very beginning. They actually enjoy risk and uncertainty, quick and radical change. Sometimes they can come off as unorganized and undisciplined. An example of an originator would be Dr. Martin Luther King, Jr. who challenged the broken social structure and took risky steps that led to radical, beautiful change.
What Is the Value of Knowing Your Change Style?
Who among us is not in the middle of some kind of change? Change is all around us. Here are some things that I have noticed over the months and years just in my little corner of the world:
Once, my grocery store changed where my favorite frozen yogurt treat was found in the freezer case. It seemed like every time I went into the grocery, something had moved.
My favorite brand of frozen protein waffles changed their packaging once and I almost couldn’t find them on the shelf.
My workout routine changes every year, based on what is going on in my life.
I have implemented the Emotional Intelligence EQ-I certification to certify leaders and coaches to use these practices in their organizations.
Since things in both our personal and professional lives are constantly changing, I think it is good for us to understand how we approach change. I tend to be more of an originator and get a lot of satisfaction out of rearranging things to see if I can make them better. However, I also know that if I am not aware of a change, I can easily get frustrated, like the example of when I couldn’t find my frozen waffles because the package was different.
Knowing about yourself or your clients and how they approach change can be very valuable. Think about a conserver style leader who is asked to lead a new systems initiative in their organization. If the leader is aware of their change style, then they can better manage the processes. Left unaware, frustration and doubt can hold the best leaders frozen in their tracks.
What Is Your Change Style?
Take this quiz below to get an idea of which change style might be yours. And if you are coaching someone through change, we have also provided an assessment tool available for you to use to find out if their change style will to allow you to help them grow in their approach to change.
