How can we work on facilitating change in our lives?
If we want to facilitate change in our lives, having a model of how change happens can be very helpful. But which model? To facilitate business change, there’s an entire industry of well-paid organizational change management consultants who use different change models. And though we may not be aware of it, we all carry around some kind of model in our head about we make changes in our life.
Some models of change are better than others
In this post I’ll describe four common change models. The first three are simplistic and sometimes misleading. In the corporate world, they have been responsible for significant employee misery. For personal use, these models have little utility.
Did I tempt you to skip to the genuinely useful change model that follows? Resist the temptation, because you may recognize one or more of the first three models in a wide variety of situations you’ve experienced. Discovering that an ineffective change model is in use can help you notice unproductive corporate and personal environments.
The Diffusion model of change
The Diffusion model of change is a fancy way of saying “shit happens”. Change simply diffuses into our lives somehow. The word “diffusion” implies that change propagates, perhaps via social contact or some other process, throughout a group of connected people. But this change model doesn’t really add much to our understanding of how change can occur.
The Hole-in-the-floor model of change
The Hole-in-the-floor model of change implies that a carefully designed, top-down, controlled process can create an instant change. This is a common model in organizations, where high-level executives meticulously plan a change “that will go into effect on January 1”. Here’s Jerry’s drawing of how this supposedly works.
Traditional conference designs also adopt this model. Somehow, the inspiring keynote will instantly change attendees’ lives for the better.
Obviously we can make plans to initiate change. The biggest flaw with the Hole-in-the-floor model of change is the unrealistic assumption that change can occur instantly. In the vast majority of cases, however, change takes time. The model also implies the existence of controlling changers who can instantly change the passive changees. Even if the changer and changee are one and the same, we all know how difficult it is to make an instantaneous change in our own lives.
The Newtonian model of change
The Newtonian model of change tries to improve the Hole-in-the-floor model by adding a sort of human physics, fancifully based on Newton’s first law of motion. The concept is that you can push people to change, and the resulting change will happen over a time that depends on how hard you push. The harder you push, the quicker the change will take place. Naturally, the Newtonian model assumes that to change in a certain direction, you must push in that direction
Unlike the Hole-in-the-wall model, this model at least recognizes that change takes time. But what the Newtonian model of change overlooks is that when you push people, they often push back, or move in a completely different direction. Like the Hole-in-the-wall model, this model assumes that you can control people by pushing them in the direction that the controllers want them to go.
Jerry Weinberg also describes a variant of the Newtonian model: the Learning curve model. In this model, an S-shaped curve replaces the Newtonian model’s linear change over time. The above criticism applies to both models.
The Satir model of change
Unlike the previous models, the Satir model describes multiple major stages of change, and what each stage of change feels like. The previous three models are clearly limited when applied to understanding how personal change happens. In contrast, the Satir model is universal; it applies to both personal and organizational change. It also suggests what kinds of interventions are appropriate in each stage.
Above is a diagram of Satir’s model of change, which I’ll briefly outline. [Steven Smith supplies a longer summary, and Jerry’s and Virginia’s books go into more detail.]
A foreign element disrupts an old status quo. Then we begin to live in chaos, and do not know what will happen next. This provokes our feeling unsettled. Such chaos continues for an unknown period of time. Eventually, a transforming idea or event allows a period of transition away from chaos, via integration and practice, towards a new status quo.
To help clarify this model, here are two examples of each of these elements, adapted from Jerry’s book.
Old status quo examples
- You have a bad heart and smoke two packs a day, but play racquetball intensively once a week to compensate.
- Your product development team has stagnated over the last few years, and really can no longer produce anything innovative.
Foreign elements examples
- You have chest pains when playing racquetball.
- A competitor announces an innovative product, and your development team has no idea how to respond.
- You start playing racquetball left-handed, and only with certain opponents.
- Your company’s old reliable product starts developing problems. Team members don’t show up at meetings or answer messages.
Integration and practice examples
- You give up smoking and racquetball and start walking four miles a day.
- The company purchases new tools to assist in product development. It also purchases training to go with the tools, and provides time for people to attend.
New status quo examples
- You discover how much you enjoy walking, and how many creative ideas you get about work problems while you walk through the neighborhood.
- All the development team members are using the new tools. Almost weekly, someone discovers a new way to use a feature and shares it with other team members.
The Satir model is useful because it delineates the major stages of change, and the human response to change. The model reveals that feeling unsettled is a natural response to perceived chaos. Keeping in mind that change is unsettling is key to devising change strategies that actually have a chance to work for human beings! (Conversely, noticing that I’m feeling unsettled is a reliable sign that something has changed or is changing in my life.)
Final thoughts on models of change
Until you understand how change occurs, and how it affects the people and organizations involved, you won’t be successful blindly applying prescriptive models of change, like the first three models I describe above. Yet again, I’m grateful to the late Jerry Weinberg, who taught me so much.
How do you facilitate change? In this occasional series, we explore various aspects of facilitating individual and group change.
How are eventprofs feeling during COVID-19? Over the past few weeks in the midst of the novel coronavirus pandemic, I’ve listened to hundreds of people share their feelings at online meetings I’ve led and joined. Though everyone’s response has been unique, three distinct sets of emotions stand out. Here they are, from the perspective of the many meeting professionals I’ve heard.
I estimate that about 85% of the event professionals I listened to shared feelings of fear, compared to about 65% of the general population. The most common description I heard was anxiety/anxious. But strong expressions like “scared”, “terrified”, and “very worried” were more common than I expected (~5-10%).
This is hardly surprising. Every event professional who spoke had lost essentially all their short-term work and event-related income. In some cases, they were attempting under extreme time and resource pressures to move meetings online. The meeting industry has been struggling for years to understand and develop online meeting models that provide traditional face-to-face meetings’ desired outcomes and are both technically and financially feasible. To have to pivot to such modalities overnight — assuming they are even feasible for the specific meetings in question — is having a huge impact on every aspect of the meeting industry.
When your present circumstances and potential future dramatically change, feeling fear is a normal and healthy response. And fear of anticipated upsetting change leads to the next set of emotions…
About half of event professionals, and slightly less of everyone I heard, shared feeling unsettled. “Unsettled” is a mixture of fear and sadness we may feel when we experience the world as less predictable and our sense of control or comfort with our circumstances reduced.
Feeling unsettled is a natural response to perceived chaos, as illuminated by Virginia Satir‘s change model.
Above is a diagram of Satir’s model of change. An old status quo (the event industry before COVID-19) is disrupted by a foreign element (the COVID-19 pandemic). Then we begin to live in chaos, and do not know what will happen next. This provokes our feeling unsettled. Such chaos continues for an unknown period of time. Eventually, a transforming idea or event (in this case, for example, perhaps the development of a vaccine) allows a period transition away from chaos towards a new status quo (hopefully, a post-pandemic world).
I was surprised that about half of the general populace mentioned feeling some form of hopefulness about their current situation. Event professionals were far less likely to share feeling this way. This discrepancy is probably because some of the non-event industry people were retirees, and others have escaped significant professional impact.
It makes sense to me that meeting professionals aren’t feeling especially hopeful right now. If/when the chaos and destruction of the COVID-19 pandemic subsides, we don’t know how much delay there will be before face-to-face events are scheduled and run. And we also don’t know how our industry will change for good, and what our new roles in it will be.
These days, I feel all the above emotions (though not all at the same time 😀). Clients have cancelled all my short-term design and facilitation work. I love to facilitate connection, and feel sad at not having face-to-face interactions with clients and meeting participants. I am anxious about the health of my family and myself, and unsettled about an unknown future for my personal and professional life.
Yet I am also hopeful.
I have reached out to connect in real-time online. Although I have created and facilitated hundred of online meetings over the last ten years (from the days when video chat was a buggy and bandwidth-limited experience) I am continuing to learn more about facilitating connection around relevant content online. And I’m thinking about how online meetings can be significantly improved, using technology to create better implementations of the many in-person participation techniques I’ve developed and championed for decades.
What’s your experience of how eventprofs are feeling during COVID-19?
Please share your own experience and what you’ve heard from others in the comments below!