Who likes change?

By Rachel Hunnybun
On September 15, 2016 At 2:00 pm

Category : human resources, IFC-2016, innovation, Latest posts

Responses : 2 Comments

Several years ago I went through a hefty psychometric evaluation for a role I was interviewing for. It was a great experience that left me with a fifty page document all about me and how I behave. I still refer to that document at times, just to remind myself who I am!

After completing pages and pages of questions, the assessor gave me a quick overview.

‘You don’t like change do you Rachel’

‘What? Are you joking? I love it! Let me tell you about the time I changed the database, the programme, the process, the structure, the copy…even the office furniture. I’ve moved house so many times my mother’s run out of pages in her address book! I love it!’

‘Ok, bear with me. How long have you had your mobile phone?’

‘Two… actually no, three years’

‘How old is your car?’

‘I’ve had it since new, so that’s…seven years’

rachel_1Why is that? Affordability? Or do you love your phone so much you can’t bear to upgrade it?’

‘Um, no, I just….’

‘Precisely’

I ended up getting that job and almost immediately embarked on one of the most difficult change processes of my career to date. It was also one of the more challenging times of my career to date.

I would still say that I’m ok with change, but it appears that there are changes (mainly vehicles and technology as it would seem) that make me really uncomfortable. I break out in a cold sweat when my car insurance is due because I know that will inevitably involve change. It actually makes me a really loyal customer whether I’m satisfied or not, (which is a whole other story!).

I learnt something that day. I realised that disliking change is human nature, and I now think anyone who says they like it perhaps hasn’t yet realised which type(s) of change they are uncomfortable with.

So why do we do it?

In every job I’ve had, I’ve almost always found myself in situations where I’ve been instrumental in wanting to change things, and at varying levels of seniority. So it’s no surprise really that I found my way into fundraising. A big part of what attracts us to being a fundraisers is our passion to change the world for the better, but it’s much harder to change the wider world without being able to  change our internal world, the world we ourselves operate within.

We need a constant sense of dissatisfaction, a sense of ambition, a sense of things that could – and should – be done better, bigger and differently. The world is changing all the time, and to keep up, we need to accept that instigating and implementing change is as much as part of our rachel_2job as raising money. Because in order to do the best for our beneficiaries, we simply have to be able to influence and implement both big and small changes, whatever level we work at.

But change making is a difficult nut to crack, which might be why there are way more conference sessions on how to write great fundraising copy than how to go about practically implementing change!

It’s as much about ‘who’ as ‘what’…

From transformational change that will redirect the ship, through to step changes that take an organisation closer to where it needs to be, there is one common denominator that you need to take into account regardless of what the change is.

People.

chimpanzeesPeople will either make change successful, or be responsible for its failure. People have the ability to approve or block change, help or hinder the process. People are the most important part of your change process.

From a CEO with an ego the size of Mount Vesuvius through to a quiet supporter care officer determined to ignore the digital revolution. Working out how to manage any kind of change firstly means identifying who you are dealing with and what they are uncomfortable with – both higher up and lower down.

By asking the right questions right at the start of the process, you can work out how to inspire and reassure people rather than unnerve and scare them. Because if you get the people bit right, making change becomes a whole lot easier.

And that’s just the start…

At IFC this year, along with Charlie Hulme and Richard Turner, I’ll be sharing some of the things I have learnt about making change. Together we hope to inspire you to be a catalyst for change in your organisation. We will guide you through some of the tools and techniques we have used, take you through some of the theory behind the practical and we will share with you some of the most crucial questions to ask.


ifc2016

This blog post is part of the IFC series. 101fundraising is proud to be the official blog partner of the International Fundraising Congress for the 5th year!

 

 

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Rachel Hunnybun (5 blogs on 101fundraising)

Rachel has been a senior individual giving fundraiser in a number of charities in the UK and has a particular interest in supporter experience. She is a Commissioner on the Commission for Donor Experience and is currently working with a number of charities as part of her role at Sweetpea Charity and its fundraising consultancy trading arm, Greenhouse Fundraising.


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Comments

  1. Bev

    Hello Rachel, I live in Canada but am an avid follower of 101fundraising. Will the IFC conference be available to stream/videolink or after as text? Thanks so much. Bev

     — Reply
    • Hi Bev, I’m not sure actually, it might be best to contact the Resource Alliance who run IFC about that. I am going to be at AFP Toronto in November though so if this subject is particularly of interest i’m more than happy to have a coffee with you and run through some of the highlights of the session if you’re there too? Rachel

       — Reply