All of us have heard this phrase “change is the only constant“ ; which means that the only thing which is inevitable is Change i.e. nothing in life is permanent; you change jobs, you change your address, you change your marital status etc. in spite of knowing this, why domost of us dread any change. People feel that withchange they will lose control over the things they have established over aperiod of time. Moving out of their comfort zone is one of the reasons why peopleresist change. They are so used to the routine they follow; hence any changes in their routine or the way they do their work is not welcomed readily.

Professional life is one place where changes happen very frequently.It can be as small as changing the location of the office or colleagues leaving the company and new ones joining, the new project, which has to be completed,using a new technology or a total change in top management, revamping the whole organisation with new ideas and policies for the betterment of the organisation.

Changes in an organisation are usually considered in order to bring about positive development in people as well as in any organisation. The only thing is tojust give it a chance to prove the results. Take the example of India’s 150-year-old conglomeratethe Tata Group; after anot so amiable ouster of the Chairman of Tata Group the new Chairman Mr. N. Chandrasekaran took hold of the reign of the Tata Group; it was forthe first time in the history of Tata Group that a non-Parsi was holding fort. It was a big change for the group as they were moving away from the tradition of keeping the Groupwithin the family. Within a year of taking charge the market cap of the Tata Group has increased considerably and the further growth prospects of the company are looking very promising. The ownersmoved out of their comfort zone and took a decision to change the top executive which proved to be fruitful for the company as they are seeing positive results from it.

Leaders should makethe effort to help the employees deal with transition in the organisation.Having a plan and presenting the same to your employees will also serve the purpose of embracing change. When an organisation decides to make a big change, the leaders should preparethe employees’ mindsets.Show the employees the big picture pertaining to the changes decided and assure them that the problems they are facing are just teething issues; once the changes are incorporated they will see that it will bring in huge opportunities to learn and grow. Change is a scary proposition to everyone but through the required training and preparation the transition can become smooth.

One has to keep experimenting in order to achieve extraordinary results and change gives an opportunity to experiment. Take change as a tool to make things better rather than something disruptive.Through change you will get exposed to new learning and get exposure to various things which will enhance your skill and your work won’t seem monotonous. Change gives people anopportunity to grow both professionally and personally. So,one should learn to embrace change rather than shunning it.