Identify Personal & Organizational Familiarity Zones

August 31, 2010 23080 Comments2010-08-31+23%3A15%3A55Ben+Nash

Change Management Are you usually a rather reserved person who finds it a little scary to walk up to a total stranger and start a conversation? Are you usually a rather talkative person who really needs to listen more? Do you usually like to be in control and give directions to others? If the answer to these (and similar) questions is YES, then you are probably operating in your familiarity zone most of the time.

Your familiarity zone is comprised of behaviors that are mostly automatic and that you may not be even aware of. Some people call this set of behaviors a “comfort zone” but this is misleading! Some of the so called “comfort zone” behaviors may be far from comfortable, and may even get you into trouble. An extreme example of this are people who remain in an abusive relationship. When asked why they stay many say that they are familiar with the situation and know how to deal with it, even though it is not a very comfortable situation to be in.

You may ask: “so what does this have to do with managing change?” Well, organizations, like people, have their own familiarity zones. Organizational habits that are usually supported by the culture and have become automatic, may not even noticed by employees. Some Familiarity Zone behaviors may be OK, but some behaviors may hinder the organization’s ability to adapt, change, and be competitive.

So here is today’s tip: identify your personal and organizational familiarity zones and challenge them. Do things that are not familiar! If your organization does not hold employee communication meetings—hold one! If the organizational culture is that people show up late for meetings, lock the door at the appointed time and hold the meeting with whoever is in the room. On a personal level, if you are intimidated by striking up a conversation with a stranger—go and do it. “Hey presto” you and your organization are out of your Familiarity Zones.