Now We're in Chaos

Everything changed on September Eleventh, and we're still learning the meaning of "everything." People working on projects, especially those that involve air travel, are now struggling with Change. Among models of Change, the Satir Change Model, developed by Virginia Satir, stands out for me as especially useful. It describes how we respond to change, using six elements:

Old Status Quo

The initial state of the system, before the change cycle begins. Example: September 10.

Foreign Element

The event, incident, or new information that disrupts the Old Status Quo. Example: the events of September 11.

Chaos

The state of confusion and disruption that persists following the recognition of the Foreign Element. Example: where we are now — we haven't yet adjusted to the new situation.

Transforming Idea

The realization or concept that takes us from Chaos toward a new way of operating. We probably don't yet have the Transforming Idea for the change cycle resulting from the events of September 11.

Integration and Practice

A period of assimilation of the Transforming Idea, when we practice ways of incorporating it into our operations.

New Status Quo

The Chaos of change
can create stress,
fatigue and
erratic performance

After we've integrated the Transforming Idea into our operations, a New Status Quo begins, in which we continue to enhance performance.

For many of us right now, after the Foreign Element that arrived on September 11, disruptions persist:

• Loss of key personnel, plant, equipment, and communications infrastructure
• Business disruption
• Unwillingness of staff to travel by air
• Restricted travel budgets
• Reductions in flight availability
• Increased inconvenience in traveling by air

These consequences become Foreign Elements themselves, with new change cycles of their own. The Satir Change Model provides a useful guide for dealing with them. I'll focus for now on Chaos, where most of us are right now.

When in Chaos, acknowledge it

Recognize that you're in Chaos, and that most people are under stress. Watch for signs of fatigue and erratic performance, and give people time to rest and to share their concerns. Use Temperature Readings to help people vent. See "Take Regular Temperature Readings," Point Lookout for August 29, 2001.

Recognize the tug of Old Status Quo

Chaos is uncomfortable. Many of us don't like it, and try to resurrect the Old Status Quo. Let go. Accept the change, and know that there's no going back. For example, if air travel now takes much longer, adjust project schedules — and employee compensation — accordingly.

In Chaos, make no major decisions or commitments

While we must make decisions, beware of making long-term decisions. When the Transforming Idea arrives, it will certainly provide better guidance than we now have. For example, avoid committing to a new project involving air travel.

Watch for the Transforming Idea

The Transforming Idea can come from anywhere — any level of your organization, even a competitor. Be open to ideas from all directions and all employees.

Chaos is not a bad thing. It just is. To manage through it, we must first accept it. Perhaps this is what Dorothy knew when, as she entered the Land of Oz for the first time, she said, "Toto, I have a feeling that we're not in Kansas anymore."  Top    Next Issue

Is your organization embroiled in Change? Are you managing a change effort that faces rampant cynicism, passive non-cooperation, or maybe even outright revolt? Read 101 Tips for Managing Change to learn how to survive, how to plan and how to execute change efforts to inspire real, passionate support. Order Now!

For more on the Satir Change Model, see "Change How You Change," Point Lookout for March 20, 2002, and "Piling Change Upon Change: Management Credibility," Point Lookout for October 18, 2006. For other examples of the effects of change-driven Chaos, see "The True Costs of Cost-Cutting," Point Lookout for January 30, 2008.

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More articles on Organizational Change:

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The term resistance, as used in the context of organizational change, describes our reluctance to abandon the status quo. But it's a loaded term, because it devalues that reluctance. When we approach change with this model of reluctance in mind, we sabotage our own efforts.

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When we undertake change, we're usually surprised at the effort and cost required. Much of this effort and cost is necessary because of the nature of the processes we're changing. What can we do differently to make change easier in the future?

When Change Is Hard: II

When organizational change is difficult, we sometimes blame poor leadership or "resistance." But even when we believe we have good leadership and the most cooperative populations, we can still encounter trouble. Why is change so hard so often?

What Keeps Things the Way They Are

Changing processes can be challenging. Sometimes the difficulty arises from our tendency to overlook other processes that work to keep things the way they are. If we begin by changing those "regulator processes" the difficulty can sometimes vanish.

When Your Boss Leaves Before You Do

At some point in your career, your supervisor will leave his or her position and you'll end up reporting to someone else. It can be a harrowing experience, even if you prepare. Nevertheless, preparation usually produces a better outcome than winging it.

See also Organizational Change and Organizational Change for more related articles.

Related programs

Although the Satir Change Model model was originally developed by Virginia Satir for managing change in individuals and family systems, it's no less valuable for managing change in the workplace. My program, "Managing in Fluid Environments," explores how to apply this model in situations where changes come along at such a rapid rate that the next change comes along before we reach the "New Status Quo" of the changes we're already dealing with. More about this program.

My program, "Changing How We Change: The Essence of Agility," focuses more intently on applications of the change model in a wide variety of situations at work, from the perspective of organizational agility. This point of view is especially valuable to people in organizations that use agile product development processes. By applying the Satir Change Model, and more recent developments from group psychology, we can substantially enhance an organization's ability to adapt to changing circumstances, and to transform itself to more competitive stances. More about this program.

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