CareySue Vega | , , ,| By
Many of our employees hate change. They know what they’re doing, they know how the system works… and they don’t want to ‘change’ how they do something. When we try to implement a change to the process, we often get met with ‘it’s not broke, don’t fix it’, and sometimes people even go so far as to say a change is on the verge of ‘scandalous’, ‘shocking’, or ‘outrageous’. But we all know (even if we don’t like it) that if we don’t constantly reevaluate our systems and procedures, and implement a few changes and new innovations – we won’t grow as individuals, much less as a company. And we’ll soon find ourselves outdated, antiquated and out of business.
It’s a bit humorous in today’s fast paced world to think that something as antiquated as the waltz was ever considered “scandalous” when it was pioneered as a ‘change’ and innovative way of dancing. The waltz was first introduced in Vienna in the late 1700’s as one of the first dances where couples faced, and held, each other in a “closed” position. Until this point, most of the dances were orchestrated group affairs; the “closed position” had been reserved for married couples.
The waltz started to gain momentum and popularity in the 1810-20’s. Many where ‘shocked’ by the ‘closed position’ of the couples and often referred to it as being ‘riotous and indecent’ well into 1825, some 5-15 years later. At that point, it started to become widely accepted, blazing the trail for the creation of many other forms of ballroom dance.
So when you have an employee who feels as though the change you are implementing is ‘riotous’, ‘indecent’, or ‘scandalous’, smile and realize it’s actually much needed and it might end up making that employee have a new ‘dance’ step in their day after they embrace it.
Waltz right through the difficulties of ‘Change’
Do you find yourself outraged by workplace changes?