Do you feel threatened by change and try to preserve the status quo as a response to change? Are you instead always dissatisfied with the status quo and constantly challenging existing paradigms? Perhaps you are reluctant to take calculated risks while your colleagues seem to like living dangerously? You have the reflex to consider all points of view and both sides of an issue? You are unable to take a firm stand when you are faced with change?

How can we explain these reactions in ourselves and others when dealing with change? A good question we all ask ourselves which we can answer for you. In reality, it is relatively simple. These reactions are in fact related to personality traits that translate into attitudes toward change. This leads to a preferred style we adopt when we face one or more changes. This is called a change style preference. This will dictate the behaviors we will adopt when changes are introduced, and collaboration with others and communication is required.

With a simple test, it is then possible to determine if your change style is based on a "Conservative", "Pragmatist" or "Originator" approach and to what extent you lean towards one of these styles more than another. This test is used in our training sessions and helps participants better know themselves and recognize their own reactions. When someone is aware of his/her own reactions, he/she is then able to better identify the style preferences of their colleagues and tailor his/her interactions accordingly.

Being aware of your change style and that of others offers you several advantages in terms of efficiency and integration of your organizational changes. You will be better able to anticipate and manage:

• The reactions and responses to change, and their consequences;
• The sources of conflicts associated with change and the link between conflicts and change style preferences;
• The productivity through improved preparation based on various styles;
• The way to collaborate and promote interactions between stakeholders;
• The factors involved in organizational change and choose the best approach.

To better know yourself is fine, but to better know your team is even better. Think of the possibilities and potential of this tool at various levels and for various groups within your organization. Activities that may arise are numerous and will foster more effective teamwork, encourage collaboration and open communication channels; all essential factors to maximize your change effectiveness and to engage your employees in the implementation of your organizational changes.