Focus Your Change Conversations

Good for the Organization vs Good for the Individual

There are two ways to focus change conversations – focusing on the logic of changing and focus on the emotional side of change.
When we focus on the logic of change, we talk about change from the perspective of the organization. We may show spreadsheets or charts and graphs that show that profitability is down or expenses are up. We focus on the value of change for the organization:

• Reduce expenses
• Increase revenue
• Improve profitability

When we focus on the emotional side of change, we talk about change from the perspective of the individual within the organization. We have a conversation about the need for change. We share stories about change. We have a conversation about how change can benefit the individual, such as by:

• Enabling for professional growth opportunities
• Providing individuals the opportunity to shape the future

Our focus here is in informal conversations over formal presentations.

Both ways of focusing on change are necessary and should be utilized in the organization. However, to really capture the hearts of the individuals who need to change in the organization spend more time on the emotional side of change. We connect with emotions and that is what is going to sell employees on moving forward and championing change. Without employees accepting change, the organization cannot change.