Managing Change In a Fast-Paced World
One of the things I find ironic is when technology early adopters complain about changes in technology.
Isn’t it a given that technology will change? Here’s an example:
Seriously…none of us wants to carry around the original (brick) cell phone.
Recently, Google made the announcement that they were retiring Google Reader, their RSS service. While it’s a bummer, it’s not the end of the world. And on some level, we should have expected it. When it comes to technology, there will always be changes, upgrades, modifications. It’s not a bad thing. It’s just different.
When I think about managing change, I like Lewin’s Change Model. Three steps.
Unfreeze – During this stage, a decision or action takes place. It makes us realize that we will need to change.
Change – This is when we process our thoughts and feelings about whatever change we’re dealing with.
Freeze – The place where we’ve developed a new routine and dealt with the change.
For example, let’s apply Lewin’s model to the Google example.
Unfreeze — Google makes announcement. I’m bummed for a day.
Change — I start looking for options. Lots of them exist. Feedly is getting a lot of attention. I decide to try them out.
Freeze — Find out Feedly has most of the same features as Google Reader. I can move over all my blog subscriptions with one mouse click. They have a nice looking mobile app. I’m set.
I know change can be a pain. Sometimes change helps us find better things.
P.S. For those of you still looking for a Google Reader option, I’m really liking Feedly…you might want to check them out. Or depending upon how many blogs you read, email could be an option. And please don’t forget your subscription to HR Bartender! I really appreciate you reading, commenting and sharing HR Bartender with your friends and colleagues. Thanks and Cheers!
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