For some people, especially those in larger or well-established organizations, the constant change can be somewhat unsettling at first.
If you are not prepared to deal with constant change, then you probably are not a good fit.
We must learn not only to not fear change, but to also embrace it enthusiastically, and perhaps even more importantly, to encourage and drive it. We must always plan for and be prepared for constant change.
Although change can and will come from all directions, it’s important that most of the changes in a company are driven from the bottom up — from the people who are on the front lines and closest to the customers and/or issues.
Never accept or be too comfortable with the status quo because (historically) the nonpofits that get into trouble are the ones that aren’t able to respond quickly enough and adapt to change.
In the era of the Obama administration, I find the term ‘change’ to be a tad overused. But anybody in any organization can recognize what change means to them.
It means keeping up with a shifting constituency, or embracing new challenges, or re-evaluating your current method of doing things. It means being nimble and swift, and ready to act upon any opportunity.
It does not mean wavering from your mission or your values or your quality of service. But rather, changing your approach to improve upon those foundations.
The more you can embrace the change, the more relevant and tuned in you will remain.