We all see the world very differently. When it comes to change, it can be a minefield. Different people have different perspectives, but let's just look at four distinctly different points of view. Within these four differences alone, are plenty of opportunities for conflict!
Some people want to introduce as much change as possible, even going so far as to throw out the baby with the bathwater. These people really value variety and welcome change and they want to take action once they have thought of something to change. They often do, in fact, take action, and can cause mayhem for those around them. Their mantra might be, 'Let's do things differently'.
Diametrically opposite to these people are those who regard change with a bit of suspicion. If something is going to change, it needs to be related to what they know and make practical sense. Care and attention to detail are important to them.These people need time to think about change and they only want things to change out of necessity. 'If it isn't broken, don't fix it', might be their mantra.
Trying to see each other's point of view and make allowances for the different ways of thinking abut change is the only way to cross the chasm between these two dichotomies.
And then there are two other quite opposite ends of a different spectrum. Some people want to think about change as a concept. These people come up with endless great ideas. They'll talk about them, elaborate on them and they'll usually sound exciting and possible, perhaps with a bit of tweaking. Others may wonder how they can come up with such a wealth of good ideas. Their mantra might be, 'Let's just give this some more thought'.
But, on the opposite end of this scale are those who just want to see and discuss the practical results of these changes. They want to take action on something - anything. Their mantra might be, 'Let's take action - now'. But those who are having all the great ideas don't want to settle on taking action on just one idea. That would mean that the other ideas would not be acted on and one of those might, in the fullness of time, have turned out to have had a better outcome.
This can be yet another potential cause for conflict if there isn't an appreciation of these very different approaches to change.
We may all look similar. We have two eyes, two ears and one mouth, but it's very hard to see what's going on inside someone else's brain when it comes to change. It can cause untold conflict. Asking really good questions may be the best way to find a solution that suits everyone.