Article: Facilitating Change

Facilitating Change

There is no escape. Change is everywhere. Our choice--embrace change or become its victim. But that is easier said than done. Even self-initiated changes will meet with our resistance. So how can we more successfully facilitate ourselves and others through change?

There are four dimensions that must be integrated for a change to take hold. One dimension is the internal aspects of the individual. This is the dimension of intention. It encompasses the assumptions, values, beliefs, attitudes, motivations of the individual. The external aspects of the individual are expressed through the dimension of behavior.

But no individual is an island. Each of us is part of collective systems--family, team, organization, society. A third dimension we must consider then when facilitating change is culture. Culture represents the internal aspects of a collective. This includes shared values, mission, vision, and norms. These internal factors of a collective are expressed externally through the group’s systems. This fourth dimension is exhibited by such elements as a group’s policies, procedures, plans, and technologies.

A successful change will be embraced by all four quadrants. In dimension one individuals are able to identify with the change. They are shown how the change is congruent with their perception of themselves. They are then provided with the skills necessary in dimension two to implement the change. The change must also be accepted as being in alignment with the group culture, the third dimension. The change is perceived to support the shared purpose and values of the group. The change must also functionally fit within the group’s systems. This is the fourth dimension to be addressed. Change may arise in any one of the four quadrants but must mesh with the other three dimensions or the change will be rejected. Facilitating a successful change requires an integrated approach.