I have always been comfortable with change. On most occasions, I have even found it fun and exciting.
I think this is one of the reasons I was able to progress through the ranks of a large consulting firm, where you are working on-site on a different engagement for a different client every few weeks. It’s almost like changing jobs on a regular basis, coming in and out of different environments and corporate cultures over the course of a month. (I know, even reading about it is exhausting!)
I never really saw my high level of comfort with change as an advantage until I moved out of consulting into operational roles and was in charge of implementing change that would affect others. I noticed that there are many people who prefer that things stay as they are regardless of the benefits or for whom change is a huge source of stress.
Then, as part of my postgraduate studies on change management, I learned about two types of people on a resilience continuum, as developed by Daryl Conner in his 2006 book entitled Managing at the speed of change: How resilient managers succeed and prosper where others fail.
The two sides of the resilience continuum
On one side of the continuum are Type O people who have an opportunity orientation. They are highly positive, focused, flexible, organised and proactive.
On the other side are Type D people with a danger orientation. Their focus is on the actual or possible negatives of the change.
Connor’s idea is that while you can be on different parts of the spectrum at different points in time, you have an overall preference for one type over the other.
The highs and lows of a Type O
I am definitely more of a Type O. My approach has always been to be positive about the future, overcome short-term issues by having a long-term outlook, and focus my energy on things that I can control while accepting the things that I can’t. This is how I have been able to overcome difficulties in my personal and work life, succeed and quickly bounce back from adversity.
However, there is a downside. People who are more on the Type O side of the continuum, due to their optimism, desire to help out or get things done, can take on too much and start feeling overwhelmed, ending up in the Type D realm. (Of course, I am not talking about myself here, just some random hypothetical person…nope, not me).
Moving from Type D to Type O
If you are uncomfortable with a particular change event, ask yourself why.
If it’s because you feel like you are losing control, take some of that control back by getting involved and influencing the outcome.
If you don’t enjoy the ambiguity and uncertainty involved, approach the change agents and seek more information and clarity. They probably think their messaging is clear.
If you are afraid of new processes or structures, try to find out more about the benefits of these new things. Your life could actually be better after the change event.
If you are worried about becoming irrelevant in the new environment or your skills becoming obsolete, remind yourself that your career is your responsibility. As part of this, try to learn more about what skills will be valued in the future and ask for additional training.
We need both types
I don’t think it’s right to say that one type is better than the other. Yes, a Type O is probably better at embracing and facilitating change and motivating others to do so. However, a Type D is more realistic and better able to point out the risks. A Type O can learn from a Type D about the concerns that need to be addressed as part of rolling out and communicating change.
Any thoughts?
Which type are you? Do you have both types on your change teams to balance things out? Contact me and share your thoughts.
Thanks for your time.