Rapid change has become a permanent fixture at work. Powerful forces in the marketplace are impacting every organization, large and small, causing us to rethink everything we do in serving customers. Many organizations are adding to the total amount of change occurring with their internal responses to the competitive forces from the outside.

Of course the forces mentioned above are merely representative of the much larger total set that's changing the way we live and work. The net result of both the internal and external factors is a state of continuous uncertainty and ambiguity. Yogi Berra was right when he said, "The future ain't what it used to be."

Continuous uncertainty in an important area of our lives such as work is an uncomfortable state for most of us. In fact, most of us have a love / hate relationship with change in general. We love to change when it's our idea and it's easy to do, and we hate it when someone tells us we have to change and it requires effort and / or giving up a favorite habit.

Helping employees deal with continuous change is a productivity issue of utmost importance. Faced with continuing uncertainty and ambiguity, many people assume they will lose in the change process. In an effort to survive, they hold on, shut down, and focus inward at the very time the organization needs them to open up, reach out, and embrace the change.

Of course, it's unrealistic to promise any kind of security in the face of today's change, but leaders can provide tools and build an organizational context for dealing with change effectively. A good starting point is to help everyone see that there's nothing personal in what's happening. The changes aren't aimed at anyone, but they’re affecting everyone.

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