In the next section Conner begins to introduce the eight patterns in an organizational change. He refers to these as patterns that are most critical to successfully managing a major organizational change. To him the center of the pattern is resilience (e.g. - it is the primary pattern) with the other seven serving as supporting patterns. They are:
The first pattern he goes into detail about in Chapter Five is the Nature of Change. He says that we are more comfortable with change the more we are able to determine the outcome or events surrounding it (e.g. - the more control we have over the environment). He says we are "most vulnerable to change when we are surprised that we are surprised (e.g. - when it is most disruptive to our expectations)." He continues by saying that assimilation is the process used to adjust to the positive or negative shift in our expectations.
When a change disrupts our lives or work it comes with a disruption fee (even if it is a positive change) or a challenge to assimilating the short and long term implications of a change. It usually is more costly than adjusting to the change itself. Also micro changes are the ones that have the most disruption (vs. macro changes) as they have the most implications to us personally. Overall he says that it is an aggregate of changes happening all at once that usually tip us over our ability to handle the change.
So what can you do to enhance resilience around the nature of change? Conner suggests to:
Monica Thakrar has over 18 years experience in business focused mainly on strategy, change management, leadership development, training and coaching resulting in successful implementations of large scale transformation programs.