It’s become a cliché: The only constant is change. But it is also true. In today’s interview we discuss change management, starting with changing your own acceptance of change, and then how to be a leader at times of change.

I spoke with Sandra Woitas, a long-time educator & expert in resiliency and change. She’s an advisor to governments, non-profits and businesses. (She’s had a bit of a change herself: her most recent gig is with the Edmonton Oilers hockey team!)

She was granted an Honorary Doctorate of Laws by the University of Alberta last year, and if you have time, you really should read her speech (opens in new tab).  I wish I could find a video of it, but so far no luck.

Mariana Konsolos is a serial entrepreneur who’s soaking up the sun in Miami right now, having recently sold a successful fashion accessories business she created from nothing 15 years ago, when she was an immigrant in a new country where she barely spoke the language. She’s dealt with a lot of change herself, and as an employer of many immigrants.

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Change Management Begins With You

To help others deal with change, we need to deal well with it ourselves. Sandra pointed out that we tend to be too harsh on ourselves, comparing our weaknesses to other people’s  strengths. Ooh… did that ring true! Her point was that you need to:

* Know your strengths and weaknesses, and

* Accept and focus on your strengths.

If you do that, she says, you will be less afraid of change, because you know you have strengths you can bring to the new situation.

Also, recognize that your colleagues or employees are likely feeling threatened by the changes too, so try not to take criticism personally.  Mariana deals with it by reminding herself that “it’s not all about me!”

Change Management Within Your Team

* Don’t hoard information and decisions. The more people understand about what’s changing and why, the easier it will be to accept.

* Look for and bring out the strengths of those around you.

* Don’t pretend to have all the answers. “Asking for help is a sign of competence, not a sign of weakness,” notes Sandra.

* Ditch the “me boss, you not” pecking order. Being the boss doesn’t mean you always know what’s right.

* Be patient. Sometimes we agents of change have to remind ourselves that most people don’t love change. It will take them longer to adjust.

A final change management tip from Sandra:

 

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