"we’ve always done it this way”

I have started a new secondment role in a company that in transition merging to the new and bigger company where I came from originally, which I have more advantage as I am already know the systems and also the culture of the company.  I was talking with another Personal Assistant about the Christmas preparation at work.  She suggested to do cupcakes with Christmassy decor. I acknowledged her that it was a brilliant Idea but why don't we have a few quotes of doing others such as butter biscuits with Christmasy Shapes, either Santa face or Christmas tree and sugar coated with nice wrapping or we could do cake pop with red and white decor as it goes with Christmas Party Theme this year.  Please also note that we just had cupcakes for another event last week.  We could give out this present in Christmas Party Day.  

She insisted to do on first day of December and cupcake choice and her response was "we’ve always done it this way”.

So  do I do?  I listen more than I talk.  I explore and ask questions.  I let people tell me “we’ve always done it this way” and allow them their voice.  I’m there to help and support people through their individual transitions.  I put myself in their shoes because change is traumatic.  I try to make their journey easier and I help them understand the WHY.  The “why” is so important when it comes to managing change; the more we understand WHY we are doing something the more likely we are to accept it, embrace it and grow.

As a Personal Assistant, I’ve always enjoyed learning new ways of working; I love development and mentoring and hopefully one day I could do coaching; feedback is a great motivator for me.  I’m currently in a period of huge transition and learning. My Executive General Manager has five direct reports and Ieads a team of more than 60 people in different states and I’ve got a brief to encourage new behaviours and change the way we work.  I have a challenge ahead of me (I love a challenge!).

I use the curve of change tool to illustrate the four stages of change.

• Stage 1: shock, denial
• Stage 2: fear, anger, resistance
• Stage 3: acceptance, optimism
• Stage 4: embrace, rebuild

So let’s change those habits and embrace the WHY.  Once we understand the WHY, we can move onto the HOW (and that’s the really exciting bit).