Remake of How do I react to change when it's easy vs when it's hard? by Jaley Hardy

jaleyhardy — 2025-06-12 11:31:29 UTC

EXAMPLE: Jump right to action without asking enough questions

jaleyhardy — 2025-06-12 11:31:29 UTC

EXAMPLE: Avoid implementing - analysis paralysis

jaleyhardy — 2025-06-12 11:31:29 UTC

What words, feelings, and reactions come to mind when you think of easy vs hard change?

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2025-06-12 14:09:53 UTC

Forget to think about the long term positive affects, jumping right into what the challenges will be in the short term or what can go wrong

2025-06-12 14:10:00 UTC

Anxiousness

2025-06-12 14:10:02 UTC

pause and start thinking about the reason behind + drafting a plan to break down steps to take to adapt

2025-06-12 14:10:07 UTC

Quick to acknowledge, understand, and action on in my day-to-day. Typically, a positive or active supporter with limited questions or explanation needed.

2025-06-12 14:10:47 UTC

Take quick actions, like updating documentation, links, and other assets that are impacted by the change

2025-06-12 14:10:48 UTC

It takes me a while to come around to the change. Typically I need time to process and think through why something needs to be changed, and see the logic.

2025-06-12 14:10:59 UTC

Able to move without hesitation and get onboard relatively quickly once I understand the why/how.

2025-06-12 14:11:00 UTC

Focus too much on the complexity and not enough on the benefits.

2025-06-12 14:11:05 UTC

Pause first to understand the purpose for the change as well as steps and relevant context. In most cases, easy change leads to easy adoption, but I try to avoid getting ahead by skipping steps or not getting the whole picture.

2025-06-12 14:11:10 UTC

Embrace the change and act on it right away. If there are tasks that need to be completed, action on them right away to get them out of the way.

2025-06-12 14:11:18 UTC

Overthink the possible negative outcomes and sometimes hesitant to act trying to think of a variety of potential solutions.

2025-06-12 14:11:25 UTC

Think thoughtfully about the change. Ensure it makes sense. If it doesn't, try to find the gaps in the decision or my understanding. Once it makes sense (hopefully), move to aligning others.

2025-06-12 14:11:35 UTC

I tend to get right to it, skip to the experimenting phase, seeing how this new change will effect my day-to-day at work.

2025-06-12 14:11:42 UTC

I usually need to step back, consult others, gather my thoughts, and make a decision before completely buying into the change. Over time, I find that I do transition easily to become a supporter, but it does require more explanation and rationale behind the decision before I can be a supporter.

2025-06-12 14:11:43 UTC

Remembering that easy changes will still require change management on a different scale than large ones. Perhaps more 1:1 check ins and reinforcement of expectations to ensure everyone is still on the same page

2025-06-12 14:11:49 UTC

Dive in head first and adopt.

2025-06-12 14:11:59 UTC

Quick to identify next steps & rally team alignment

2025-06-12 14:12:04 UTC

Champion change across the team with enthusiasm

2025-06-12 14:12:08 UTC

Usually just jump to execution. There isn't really need to gain alignment with others.

2025-06-12 14:12:29 UTC

When there is a difficult change, or a change that seems difficult, I find it is both critical and difficult to separate all other ongoing tasks from the impacts of the change in order not to get overwhelmed.

2025-06-12 14:12:32 UTC

Take a bit more time to understand why & align on messaging with my manager or fellow leaders.

2025-06-12 14:12:35 UTC

I usually need some clarification before I can jump in. A quick chat with my manager usually helps me get started.

2025-06-12 14:12:39 UTC

expolore the change and try to embrace it, but adoption can be slower. Make excuses.

2025-06-12 14:12:55 UTC

Again, I’d need more clarification. Usually, a couple of sessions with my manager, stakeholders, and peers help, but I also need some time to digest, reflect, and get ready to embrace the change.

2025-06-12 14:12:59 UTC

Think of how the change will impact other team members and provide them guidance on how to manage future expected outcomes.

2025-06-12 14:13:06 UTC

Focus on the goal of the change and identify any existing barriers for me to adopt the new process or motion.

jakedeacon — 2025-06-12 14:13:07 UTC

Ensuring that cross-team dependencies are clear and managed properly before acting

2025-06-12 14:13:10 UTC

act quickly on it but also setting up periodic check-ins because easy change usually tend to be missed after a while if not being checked in

2025-06-12 14:13:24 UTC

Initial response is sometimes anxiety and self-sabotage. Practice reframing interpretation of the change to ensure full comprehension and focus on alignment champion for team.

2025-06-12 14:13:31 UTC

When I think of "hard" changes, I think of how impactful it is to people. Having empathy for all the different ways the change can impact a person is challenging.

2025-06-12 14:14:37 UTC

Work through any assumptions that immediately come to mind and try and identify the root cause of them. Is it truly because I do not fully understand the why, or is it because I am resistant to the additional work that comes along with learning something new.