The Human Process of Change

Transcription The Human Process of Change

The transition to new ways of working or thinking, such as those proposed by agility, is not simply a technical or process change; it is fundamentally a human journey.

At both the individual and organizational level, moving from a known state (status quo) to a new one involves going through a series of psychological and emotional stages.

This process often generates discomfort and friction, as it involves stepping out of one's comfort zone and facing the unknown.

Understanding these dynamics is essential for any change agent, especially an Agile Coach, whose role is to guide and support individuals and teams through this journey, transforming challenges into opportunities for growth and adaptation.

The Stages of Change: Resistance, Chaos, Transformation, Integration

The process of adapting to significant change usually follows an identifiable pattern, although not always linear:

Resistance: this is the natural initial reaction to the alteration of the current state. It arises from fear of the unknown, the loss of the familiar, or the perception that the change is unnecessary or detrimental.

It may manifest as denial, anger, frustration or apathy. People may question the need for change or cling to the old ways.

Chaos: When trying to implement change, one often enters a phase of confusion and disorientation.

The old routines no longer work at all, but the new ones are not yet mastered.

There may be mistakes, temporary inefficiency and a sense of being out of control. It is a period of intensive and sometimes discouraging learning.

Transformation (of Ideas): Gradually, as experience and learning take place, new understandings and ways of thinking begin to emerge.

People begin to see the benefits of change and develop the necessary skills.

Initial ideas are adapted and ways are found to make the new approach work in their context.

Integration (New Status Quo): Eventually, the new ways of working or thinking become habitual and are integrated into the daily routine.

The change is consolidated and a new state of equilibrium is established, which becomes the new "normal".

Resistance to Change as a Natural Factor

It is crucial to understand that resistance to change is not inherently negative or a sign of ill will.

It is a natural and expected human reaction. People tend to prefer stability and the familiar.

Change, by definition, introduces uncertainty and requires effort to adapt.

This resistance may come from fear of losing status, comfort, security, or simply the difficulty of learning new skills or unlearning old habits.

Recognizing resistance as a normal part of the process allows it to be approached with empathy and not as an obstacle to be removed by force.

The Role of the Guide in Overcoming Obstacles

Since change can be difficult and resistance is natural, the presence of a professional to guide the process is key to success.

An Agile Coach acts as that guide, helping individuals and teams navigate the turbulent waters of change. Their role involves:

Creating awareness: Helping to understand why change is necessary.
Managing resistance: Listening to concerns, addressing them with empathy and easing the transition.
Providing hope and motivation: Showing future benefits, celebrating small achievements and reminding people of their capabilities.
Facilitate learning: Provide the tools, knowledge and support needed to acquire new skills and ways of thinking.
Accompany in the chaos: Offer structure and security during the most confusing phase, helping to find meaning and direction.

A good guide does not impose change, but rather makes it easier for people to discover and adopt it for themselves, thus increasing the likelihood of successful and sustainable transformation.