Be the Change You Want to See: How Individuals Can Impact Change Initiatives

Every OIT employee has a role to play in transforming our organization to meet the emerging technology needs of CMS. Leadership can set a course, but it will take a team effort to reach the destination. Below are some tips on how you can be a fellow traveler, and not just a passenger, on the OIT organizational change journey.

1. Get the facts

First, don’t be afraid to ask questions. OIT strives to be a transparent workplace. We communicate changes in policy and procedure, and we offer forums for staff to communicate with leadership. If you hear rumors and speculation, or if you would like clarification on any changes, just ask. You can use Slack, email, or in-person forums such as the all-hands meeting. 

When you ask questions, it lets leadership know they may need to clarify their message. Hearing the answers to your questions will help you distinguish truth from misinformation. Plus, if you have a question, it’s likely that some of your colleagues are wondering about the same exact thing. 

Speaking of misinformation, not all sources of information are equally reliable. It’s important that you consider the source. Are you relying on gossip and social media posts, or are you paying attention to official communications? 

2. Opt in. 

Choose to be part of the change. Though you may not have complete control over changes to the workplace, you are not powerless. You can provide feedback to your colleagues, or you can take on a role in implementing transformational initiatives. Even if you were not the person that created an initiative, you may have great power to shape it. By making your voice heard, you can mitigate potential pain points and make great ideas even better. 

3. Acknowledge emotions

Take time to understand your emotions. What are you really feeling? Why are you feeling that way?

Think through the change you are reacting to. What is the best case scenario? What is the worst case scenario? Calibrate your reactions according to the true amount of impact a change will have on your life.

Lastly, maintain your boundaries. Understanding and calibrating your own emotions can help protect you from absorbing other peoples’ emotions. Don’t let their fears impact your own, especially if they are basing their fears on bad information or unrealistic conclusions.

4. Choose an opportunity mindset

Stress can be a reaction to both negative and positive changes. If we feel a stress response in our body, we might be scared, but we might also be excited. 

In The Upside of Stress, psychologist Kelly McGonigal argues that the way we think about stress could be more important than the stress itself. McGonigal writes, “The best way to manage stress isn’t to reduce or avoid it, but rather to rethink and even embrace it.”

Her larger point is that our mindsets have a strong impact on our wellbeing. She defines “mindsets” as “beliefs that shape your reality, including objective physical reactions…and even long-term health, happiness, and success.” 

If we view institutional changes as opportunities to learn and grow, our responses are more likely to be helpful for ourselves and for our organization. We will welcome new circumstances and embrace the challenges that accompany them. If we view change as something that will unsettle our lives or that we should be afraid of, we are less likely to adapt and more likely to dwell on negative thoughts.

5. Take care of yourself

If stress does feel overwhelming, there are several actions you can take to defuse it. One is maintaining wellness routines, such as getting enough sleep, eating healthy, exercising, and practicing mindfulness or relaxation techniques. Keeping a baseline of healthy habits will make any changes less disruptive and easier to integrate. 

That doesn’t mean you need to go it alone. You should always seek appropriate support. Such support includes the support of co-workers who can help you to learn new skills. It includes professional development support to learn new skills. It includes friends and family who offer you emotional support outside of work. It includes the support of a social network that provides you with useful context. And it includes the support of a mental health professional who is trained to address emotional and behavioral symptoms brought about by major transitions.

6. Be ready to adapt

As the old saying goes, the only constant is change. Coping with change is much easier when you expect it. In a Harvard Business Review article, the organizational psychologist Nick Tasler describes a study of employees at Illinois Bell during the deregulation of the telecommunications industry:

The adaptive leaders chose to view all changes, whether wanted or unwanted, as an expected part of the human experience, rather than as a tragic anomaly that victimizes unlucky people. Instead of feeling personally attacked by ignorant leaders, evil lawmakers, or an unfair universe, they remained engaged in their work and spotted opportunities to fix long-standing problems with customer service and to tweak antiquated pricing structures.

When you accept change as an unavoidable fact of life – and work – you can put your energy into making the most of it. You don’t have to let change define you. By taking the steps outlined above, you can help define the change.