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Home > Assessing the organization, Security, Self Scrutiny, Staff relations > A drive down the road to Change

A drive down the road to Change

October 14th, 2011

Buckle up! It may be a bumpy ride! Our destination is Change.

A drive down a street is not necessarily the same experience for all. Imagine that we are traveling to a destination called Change. Some will want to drive full steam ahead, anxious for some new scenery. Others will dig their fingernails deep into the upholstery, resistant to the new paradigm. Between those two extremes is where most of us lie, cautiously apprehensive – but not necessarily full of trepidation.

It is amazing how the same journey can evoke different emotions.

Still, not all drives down the road to change are the same. Sometimes there are quick, difficult curves to negotiate. At other times the road is direct and unwavering. And the speed at which circumstances forces us to travel is often indifferent if the road is straight or convoluted. We might anticipate bumps and potholes and find none. Conversely, a well-plotted path may prove unexpectedly perilous. One never knows.

There are so many dimensions to the concept of change. Many books have been written on the topic. Here some just a few thoughts about change:

• Change is uncomfortable. In much the same way that a twisted road or fast acceleration in a car can bring on motion sickness, with change we feel vulnerable from the speed of events. But just because this is so, does not mean that we should not take a walk around the concept change from time to time. In fact, in times of economic uncertainty when everything is on the table, it behooves us to assess modified operations.

• Some people look at the changes only in their immediate area. Others have the ability to view the wider panorama. Operations are interconnected. A small ripple in one area may magically develop into large waves elsewhere.

• Often, change requires time for staff and prisoners to adjust. For example, if newly implemented changes do not appear to be running smoothly on day one or day two, this is not cause to rally for a complete overhaul. Rather, it is a time to make notes and to plan for possible modifications at a later date.

• A calm demeanor of staff while speaking to prisoners during times of change is crucial. Prisoners will look to staff for cues about how the change is progressing. If staff seemed tense, prisoners may become tense. If staff appear to lose faith in the leadership, prisoners may do the same. And that makes conditions conducive for tumultuous events in any facility.

• WIIFM or what’s in it for me is something that we all seek during times of change. Of course not everything is entirely bad. And even with radical changes, we may be able to find some benefit in it all.

• Some people actually enjoy change. They may become bored easily and want to experience different operations. Change for the sake of change is not necessarily done for the correct reason – ensuring smoother operations.

Years ago, one of my friends and colleagues stated, “I don’t mind change as long as I can control it.” She said this in a wry, sarcastic manner. From what I remember about her professionalism, she took the larger view and considered the mission statement of the agency. Despite her tongue-in-cheek admission about how things may not stay the same and how little control we may have over them, she was a realist. No matter how much change is uncomfortable, it is something that we face time to time.

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joebouchard Assessing the organization, Security, Self Scrutiny, Staff relations

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