Change is inevitable

More than 70% of our earth is occupied by the water. Our body also is constituted of 60%-
70% of water. Chemically water is H2O, a combination of 2 molecules of Hydrogen and one
molecule of Oxygen. Water exists in three states Solid, Liquid and Gaseous under special
environmental conditions, retaining its innate values. It remains as H2O only.

Water undergoes the following 4 processes and quickly adopt accordingly

1) Melting Solid (Ice) to Liquid
2) Evaporation Liquid to Gas
3) Condensation Gas to Liquid
4) Freezing Liquid to Solid
For melting, a high temperature is required to break the bonds between the particles. Solid
converts into liquid and if the heat persists further the particles converts into molecules and
if the heat still persists molecules change to elements and further elements to Atoms. The
reverse also follows the same path in reverse direction.
According to the environment conditions
H2O takes its forms. It doesnt resist also.
The conditions change it. In each state, it
has particular characteristics.

In solid state as ice, it is rigid, fixed in

shape and have fixed volume. It cant be
compressed.

In liquidate state it is not rigid. It has no

fixed shape. The most adoptable
condition and more powerful stage. You
can easily mix it in any other liquid, it merges into it. You can store it in any shape and size of container,
it takes its form. But it cant be compressed. It is one of most powerful stage of water. As a river, it
nourishes all the living beings on the earth. On the other hand it is the cause of major destructions,
apart from fire. In this state it is most useful in controlled behaviour and destructive in un-controlled
environment.

In gaseous state, it is invisible and most flexible. Molecules in gaseous state have lot of intermolecular
space, due to which under pressure, it can be compressed. It doesnt have any fixed shape or volume.

There is lot of learning from the behaviour of water under the different environmental changes. So in
our life also we need to understand in which state or form, the conditions are suitable. We need to
change ourselves and act accordingly.

In cold situation, people are in comfort zone. People enjoy their fixed identity and space/volume.
Whatever they have been doing is a bible for them. When the system is set, this state may be useful.
Directing and dictating symptoms are found in this state. People are rigid to change. But as soon as
some heat is induced into the environment, they start receiving it and start absorbing the heat and
start melting and reacting. Till they dont lose their cool, they are slow to accept and adapt the change.
As soon as they loose their cool and are demanded to come out of their comfort zone, they start
moving fast and vigorously. Under controlled conditions they are result giving, system obeying, takes
the shape of the system in which they work. But if the external forces are beyond the limits and start
questioning the way they have been doing the task, they may be in denial and demotivation mode.
When heat is increased more and lot of agitation in the environment, some people change their state
from solid to liquid and liquid to gases state. Gaseous state is very light and move out of the heated
and agitated environment and look for the sublimating environment.

Changes are inevitable in our life. Why Changes are important in our life? It is beautiful question.
Change is a natural process. Every moment we and all other living beings are changing. Since our birth,
we have seen huge number of changes in our life. Few are listed as under and we have successfully
adopted them

As soon as out of womb of our mother, we see this wonderful world and adopt the outer
environment with ease.
Changing situation of non-movability to movability by start learning crawling.
From crawling to standing firmly,
From Standing to walking and running,
Learnt cycling
Learnt the first book of the life. Passed first educational Class.
Passed Matric Standard
Passed Graduate Degree
Achieving the first Job
Marrying a stranger
Having kids..so on

These were related to personal / social levels. We have been adopting the most of the times soon or
latter. We pay for the successes and failure of adoption and denial of making changes in our life.
Organisation Level Personal Change
In case of organisation and
institute level, if the external
agency and people want us
to bring change, the story is
slightly different and
difficult. Everyone living on
this earth resist the change
but the natural process
doesnt stop. It keeps on
happening and changes in
our life is inevitable. We
resist in the beginning, but
when the change doesnt
change and it forces us to
accept, first we try to
understand it. According to John Fisher's model of the process of personal change, when any person
is sought a change, he/she follows a cycle in successful implementation of the change.

Following step are involved in this cycle showing all emotion and practical aspects of change
management in an organisation / employees

A) Anxiety There in enthusiasm in the beginning, when a change is sought. But along-with it
there is anxiety in the mind of the people, whether they would be able to cope up the change
or not.
B) Happiness In the beginning normally the changes are discussed among all and their views
are also taken to make them convinced and supportive in the change. By this process people
feel involved and their views are recognised and shared. Some consideration of the old
systems bring a confidence in the people and possibility of acceptance of the change become
more viable. But the fear and the risk is if the sought change is far different from the present
system of working. This brings unrest in the people. This happiness phase is short lived, but a
kick start happens.
C) Fear People will need to act in a different manner to bring the change and this have an
impact on both their self-perception and on how others externally sees them. However, in the
main, they see little change in their normal interactions and believe they will be operating in
much the same way, merely choosing a more appropriate, but new action. Fear is one of the
cause of resistance to the Change.
D) Threat - Once the changing process start with new concepts, people start realising how the
changes are going to change their working, environment and job. People release that the old
system of working will now, will not do, they have to learn new procedures and processes.
This bring threat in their mind and unrest is induced, creating a threatening situation. Threat
is the second emotion, which may resist change.
E) Guilt The change happens at a very fast speed and people find themselves obsolete. They
start feeling guilty that whatever they have been doing was wrong. Their personal values are
on the stake. Even they start feeling that whatever they have been doing for so many year
 was a waste of time and efforts. This bring a guilt in the people, which is deadly and may strike
on the moral values of the people.
F) Depression Once people start realising the guilt, depression in their emotions deteriorate
the situation further. This make them feel un-uselessness of themselves and depression
clenches them. They are left unclear of their future in the changing systems. They have no
clarity of how to operate. At this stage changing agents has to play an important role. Lot of
clarity, training, responsibility and authorities has to delegate with all precautions and safety.
G) Gradual acceptance Once there is clarity of tasks, roles are defined and active involvement
and engagement is cultivated into the system, the emotions starts moving in right direction
and people start acceptance of the change and involve themselves in making the changes
happened. By this time results starts coming, creating confidence in the mind of the people
and motive the people accept the change and get involved.
H) Moving forward At this stage the people have the clarity of the tasks, more control over
people and processes, things start moving in positive sense, people build confidence and
belief in the system.
I) Disillusion This stage is after the depression. The persons self-image, values and way of
working doesnt match with the change needed. The people start thinking the change is not
for him/her and stop working mentally and physical and end-up resigning and moving out of
the system. People found themselves dis-illusion with the change and change agents.
J) Hostility The people at this stage keep on working the old way and are not part of the new
system. They are treated as surplus to new way of working and the new system.
K) Denial This is stage is called Head in Sand. The people totally rejects the system and
pretend that the changes are not meant for them. Actually, the people reaches at this stage
when the change agents doesnt care for them and doesnt induce the clarity of tasks and
directions. So the people also behave in the same way.
L) Anger This is stage exists with threat, guilt and depression.
M) Complacency Once the changes are implemented and new systems are in place, there are
people who works in their comfort zone and assuming there will be no new changes. This
stage occurs before the change is not introduced and when the change is completely
implemented.

In nut shell, whenever there are new changes being implemented or planned to, following steps
need to be taken care and done on time

1) Proposed objective of the change should be shared with all the employees in face rather than
through emails and letter.
2) Declaring people obsolete to the systems is a biggest fault any change management agents
do. A detail work study should be done and the peoples should be appreciated what they have
been doing so far and discuss the objective and allow them to share their way of achieve the
same. Once the process and objective are synchronized the employees gain confidence in
what they were doing and what they will do to achieve the new goals.
3) If there is fault in the way they were working, need to be discussed and training work-shops
to be conducted to make the old employees comfortable with the new way of working.
4) No ignorance Once the employees are left to go under anxiety, fear, demotivation, threat
and guilt, it is very difficult to regain their emotions and motivation. Every precaution should
be kept to avoid this situation.
5) The new process and tasks should be clearly defined and explained to the employees so that
there is clarity of the changes and employees are clear about their role in the process change.
 The speed of transition depends on the peoples individuals self-perception, control on the
processes, past experience of handling changes and how all these are going to effect the future
process and the final results due the induced change in the system.

According to many psychologists and management gurus, every person goes through different stages
before bringing changing in him/her. Dawn Stanley, a UK-based personal change therapist and
counsellor/counselor devised the RISE model, which describes and help a sequential methodology of
bring change into people. There are four steps involved in this in concept.

1) Realisation This is first step towards accepting and bring change. At this stage, we need to
understand that we have to change.
2) Investigation At this stage we understand and develop clarity of What to Change, why to
change and How to Change.
3) Substitution Unlearning what you know is the primary requirement to learn any concept.
Therefore, we need to unlearn what we need and understand and bring the change, which is
required.
4) Embedding Bring the transformational change at unconscious level is fixing the change in
our habit and that is what is required to be inculcated.

Just remember how we learnt cycling. We saw

children cycling and enjoying the ride. The need to
get that happiness and riding the cycle brings the
enthusiasm in us to learn the cycle. This is beginning
of change we want to happen in us. This is the
realisation stage. Once it is generated, we start
finding the answer, how to learn, why to learn. We
asked other children how they learn it and watch
them riding the bicycle. This is Investigation stage.
After this we start learning the way we observe people doing. But this never helped us. Reality
comes when the bicycle was in our hands. Now we were on practical platform and learn the
cycle by repeated attempts despite of various falls and injuries. Once we were through, we
practice it day in and day out and one day we were able ride bicycle as other children we
doing. By repeated and regular practice we embedded this skill in our subconscious mind and
there after no instructions were needed how to ride a bicycle, it is automatically taken care
by our unconscious mind. This is how changes happens in our life. And this is the way how we
learn new things and can induce change in other. This was the change which we want in
ourselves.