In the business world, a whole dedicated discipline of “change management” has arisen.
Fred Nikols writes “One meaning of “managing change” refers to the making of changes in a planned and managed or systematic fashion. The aim is to more effectively implement new methods and systems in an ongoing organization. The changes to be managed lie within and are controlled by the organization. (Perhaps the most familiar instance of this kind of change is the “change control” aspect of information systems development projects.). However, these internal changes might have been triggered by events originating outside the organization, in what is usually termed “the environment.” Hence, the second meaning of managing change, namely, the response to changes over which the organization exercises little or no control (e.g., legislation, social and political upheaval, the actions of competitors, shifting economic tides and currents, and so on). Researchers and practitioners alike typically distinguish between a knee-jerk or reactive response and an anticipative or proactive response.”
Let’s consider the proactive response in terms of job seekers needing new ways to accomplish greater things. Rather than suffer the impact of interview rejects or having no call-backs, persons between jobs need to consider the cause and effect of behaviors and attitudes they bring to the hiring process. The science of change management aside, the easiest source for deciding on the need for change is a quick look in the mirror. Here are a couple of tips to ponder:
- How’s your aura? You know, that “luminous radiation” generating from your face and posture. Do you project the things that would make an employer want to hire you?
- How’s your attitude? Are you depressed, angry, uncertain, fearful, full of angst? These are all negative energies that block any potential success for effective communication with a person of influence.
- How’s you angle? Are you ready to tell a story that communicates who and what you are? By story, I do not mean a fabricated lie. I mean a clear, cohesive statement of the goals you are seeking and the values you can bring to a new job.
If any or all of these are out of balance, you my friend are a candidate for CHANGE.
