As we move forward to introduce change into our clubs, one of the responses we may meet is resistance to change. This is expected. As humans, we like consistency. We are comfortable with what we are used to. We have all seen this. The “old” club with its established practises moves to welcome a younger cohort with different ideas, to a club with an appearance of supporting change. but an underlying expectation that “when they see what we are all about” the change will not really be necessary. Then suddenly, the expectation is not met. The younger cohort believed what was said and not only have run with it, but they also push the limit. How does the old club respond?

 

Often it is with frustration and push back, but it does not have to be. In fact, the new group’s disruption is the perfect opportunity for compromise and progressive change. Suddenly there is an opportunity to become a place for all. Those who like the old traditions and meetings that involve meals and a somewhat slow pace have a place to go. Those who are keen for change and less focus on protocol also have a fit. The problem is, how do these two groups resolve their differences and work together? How do we build an effective team?

 

The key is respect. Respect for tradition and historic practice and respect for a new vision. Combined, these forces can change the world. At odds, they will destroy established clubs and weaken Rotary.

 

How to start? It is all about respect and taking the time to listen. Understanding where people who have the common goal of wanting to serve, are at in their lives. Do they have the time and money to accept the old club model of lunches and speakers? Are meetings an anticipated time of social interaction or a difficult commitment in a busy workday? Is the meal an anticipate treat or an example of dated traditions?

 

I have been dealing with this in the Districts I work with as an ARC (another example of how our jargon can be off putting, what the *?# is an ARC?). When asked to help I start with a relaxed session to discuss what is wrong? What is the schism between new and old? How can we move forward? We talk about what is good, what is bad, where are the opportunities, where are the pitfalls. If the process is successful, as the discussion progresses the common goals and expectations become clear. The pitfalls are clearly expressed and opportunities to find success become clear.

 

It is not an easy process. Respectful honesty is key. Not just listening but actually hearing must be fostered. Once the session is over, follow up is key. What are the realistic steps to be taken to harness the enthusiasm and vigor of the new group with the experience of the older members to achieve mutual goals? Managing change is always a challenge, but it can be done and if done right, it will strengthen Rotary.