As stated in the above quote change is inevitable and can be driven by a number of different factors. One major factor that has driven change in the Council is financial constraints in the public sector. Whilst the goal of putting the people of Gwynedd at the centre of whatever the Council does remains, innovative ways of operating more efficiently have to be thought of in order to continue to be able to serve the people of Gwynedd.
I recently attended the Managing People Through Change training held by the Learning and Development team which gave guidance on how to effectively deal with change and lead others through that change.
Change can be unsettling whether it be a small change to a particular arrangement or an across the board change to the organisation, and in the training it was highlighted how people’s response to change and the uncertainty that comes with that change can vary. Some will welcome and use it as an opportunity to improve, while others respond negatively and refuse to change. The training gave guidance on how to deal with these responses in an effective way using the various theories, models and techniques such as the Kotter’s 8-Step Change Model or Heifetz and Linsky’s six principles.
The training has certainty given me a better knowledge of how to deal with change and also how to go about implementing it, and while making and dealing with change can be difficult at times, it is inevitable and having a positive attitude towards it can provide a window of opportunities for improvement.