The level and intimacy of involvement in change makes a big difference to how people are able to respond.
Taking 'control' of change can be fruitful, enlightening and, yes, enjoyable. If you are undergoing change, think it through, and then think how you can enable your people to get involved too...
There are wild variances in how much involvement organisations are brave enough to offer their people in change.
From those organisations where they just Ďtellí (sometimes by text message even!), to most enlightened extreme, where they enable wholesale contribution to change process.
Such organisations actually create time and space to involve as many people as possible, in issues surrounding need for change.
This organism of change, where organisation fully respects (an important word in this context), ability of individuals to contribute, not in a patronising way, but more in a synergistic and fully contributory way, enables two significant and positive steps.
Firstly, involvement in creation of change solutions, empowers people in what can be a very disempowering situation. They begin to have a role in their own and their organisationís future.
This leads to a second significant point. The ownership of solution shifts, so that individuals get really bought into need for change and that they can contribute, sometimes much more than can be expected. Their empowerment values them as never before.