Change: How do you evaluate change objectively?

Well it is time to talk about the actual change itself. I have discussed all the areas that we may not look at first when we decided to make a change. Usually we only look at this last piece, THE CHANGE, first and really it should be last thing we evaluate. If you haven’t read my other blogs about change you skip back to the beginning.

The Change

Now if you are absolutely sure that none of the other areas are of concern, you absolutely should evaluate the change. Change can be the culprit but rarely is. Generally the lack of change is usually due to one of the other areas. This by no means suggests that you should not evaluate the change.

Not all change is good change!

Not all change will reap the benefits you need or your family or work environment. Finally, the change may flat out be a bad idea. The premise of the previously discussed areas is that the change is a good change to benefit yourself and/or others around you.

You should assess what is required to make the changes needed. Do you have all the knowledge you need to assess the change? If not, how do you go about obtaining that information so that you can make an informed decision? Do you know all the requirements to fulfill the changes? Will the change or changes impact my resources such as actual resources or settings?

The next item for consideration is the amount of time to implement the new change. How much time? How long will it take? What do I do in the interim? Will the amount of time reduce over time? If I spend the extra time, will the impact be beneficial? How beneficial? Is the benefit for others and not myself?

Sometimes change is presented to us by others and at other times we want to make the change ourselves. When we want to make the change, we want to have better outcomes for ourselves and others. However, don’t necessarily count out the change because someone else presented it to you.

This blog is part of a larger body of work that our research team is tackling on change and resistance to change. Thanks to all the hard work on change by Meagan Medley, Ayesha Khurshid, Ken Thompson, and Melanie DuBard.

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