When speaking to Dr. Angela Robbins, founder of eLearingDOC, on my “Empowering Women in Educational Leadership” September 27th episode, we were talking about the benefit of working with a company outside of an institution for curriculum development and evolution rather than organizing the change from within. When change is initiated within an organization and is done by colleagues, there tends to be a fear of “Being exposed with change” with repercussions to follow. The biggest benefit of going outside is that with an outside company where there are no preconceived notions, those within the institution bring down their guard and you can truly close the gap in the curriculum development. Let’s explore this concept a bit further.
Change is an inevitable part of business evolution. It’s a requisite for staying relevant, competitive, and growing. But as essential as change might be, it is often met with resistance, especially when initiated from within the organization. This resistance is not merely because of a discomfort with the new, but rather, it stems from deep-rooted fears and vulnerabilities.
The Inherent Fear of Internal Change
When change initiatives are born from within the organization, they often expose the vulnerabilities of the staff and even the leadership. It’s like pointing out the flaws in your own home – you’ve always known they existed but addressing them makes them starkly apparent.
The fear here is multifaceted:
1. Fear of Judgment: Internal changes can make individuals feel they’re being judged for past mistakes or inefficiencies.
2. Fear of the Unknown: As the saying goes, “Better the devil you know than the devil you don’t.” Sticking with known processes, even if they’re flawed, often feels safer.
3. Fear of Loss: Change can sometimes mean a loss of power, position, or even employment for some.
The Power of Outside Intervention
Enter external change agents or consultancies. While one might assume that bringing in outsiders would increase fears, the opposite often occurs. Here’s why:
1. Objective Perspective: Outside companies come in without preconceived notions or biases. They evaluate processes and systems based on their merit, not personal affiliations or past experiences.
2. Safety in Vulnerability: External agents provide a platform where vulnerabilities can be exposed without the direct threat of blame. They’re there to solve, not to point fingers.
3. Expertise & Experience: Often, these outside companies have a proven track record of successful change initiatives, lending them an air of trustworthiness.
Growth in the Absence of Fear
For true growth to take place, it’s crucial for an organization to step out of its comfort zone. However, this stepping out should not be clouded by fear. When employees feel safe, supported, and understood, they’re more likely to embrace change and contribute positively.
Outside agencies can facilitate this by bridging the trust gap, offering expertise, and navigating the organization through the choppy waters of change, ensuring that the transformation journey is one of growth, learning, and positivity.
While internal change initiatives are necessary and can be successful, it’s essential to understand and address the fears associated with them. Often, an external perspective can be the guiding hand that not only introduces change but ensures its success by fostering an environment of trust and support. Remember, true growth flourishes best in the absence of fear.
If you know that your instruction is not meeting the needs of today’s learner, and you want to evolve into interactive, engaging curriculum for your students from an outside organization, reach out to Dr. Angela Robbins at www.elearningdoc.com.
I would love to offer a free consultation for anyone interested in evaluating where you are currently to determine where you want to go! Reach out at www.drstephanieduguid.com.
