Change is hard. The larger the group of people needing to change within a system, the more complicated it becomes. Change doesn’t come from the announcement of the new destination by an assumed leader. Change comes from managing the journey with each individual that engages to be changed for the betterment of themselves and then the group, to resolve a problem.
A transition involves a series of disorientations and reorientations for the individuals. Each has to transition from what they believed to be the right thoughts and actions for them to the new way to think and act in connection with others. They each learn their way. Without the transition’s taking hold one by one, no real change occurs and the intentional resolution is unsustainable. Organizational change is a fallacy, it happens one mind at a time in sync with the others.
Step one of a transitional journey is education and communication. Each much see a and learn for themselves a transitional path to reach toward a common goal or vision. A highly insightful culture with a passion to succeed will transition as individuals and then as a group much more quickly and smoothly than one that is less mindful of the purpose for the group. This is where leadership and collaboration is key.
Change is hard, you need accomplices to transition with, not a line of authority to state your directions to. Change is largely brought about as external, transitions are purely internal.
“Without a transition, a change is just a rearrangement of the furniture. Unless transition happens, the change won’t work, because it doesn’t take.” — William Bridges —