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4. TYPE OF INDIVIDUAL.
The personality type of the individual is a major determining factor in how she or he responds to change. The Myers-Briggs type of the individual can give us an indication of how an individual will respond to change. People’s motivating forces are also important – for example, are they motivated by power, status, money or affiliation and inclusion?
5. INDIVIDUAL’S HISTORY.
The history of an individual can also give us clues as to how he or she might respond. By history we mean previous exposure and responses to change, levels of knowledge, skills and experience the individual has, areas of stability in his or her life and stage in his or her career. For example an individual who has previously experienced redund- ancy might re-experience the original trauma and upheaval regard- less of how well the current one is handled. Or he or she may have acquired sufficient resilience and determination from the previous experience to be able to take this one in his or her stride.
As a manager of change you will need to pay attention to these five areas if you wish to achieve positive responses to change
influencing factors on an individual’s response to change
5
1. NATURE.
The nature of the change varies. Changes can be externally imposed or internally generated. They can be evolutionary or revolutionary in nature. They can be routine or one-off. They can be mundane or transformative. They can be about expansion or contraction. Different types of change can provoke different attitudes and different behaviours.
2. CONSEQUENCES
The consequences of the change are significant. For whose benefit are the changes seen to be (employees, customers, the community, the shareholders, the board)? Who will be the winners and who will be the losers?
3. ORGANISATIONAL HISTORY.
The organizational history matters too. This means the track record of how the organization has handled change in the past (or how the acquiring organization is perceived), what the prevailing culture is, what the capacity of the organization is in terms of management expertise and resources to manage change effectively, and what the future, beyond the change, is seen to hold.
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