Unfortunately, I don’t have the definitive answer about dealing with change within an organization. But what I can tell you definitively is that change, although being the norm it seems, is both disruptive and aggravating to those in the midst of it.

Constant change if not dealt with properly becomes an all-consuming monster that takes over the ethos of the organization preventing staff members from getting their bearings set and never allowing them to establish a clear set of objectives that they can be measured against. In short, a culture of change, or turmoil, will give them no idea where they are headed or what is expected of them.

This is a dangerous mix because once it becomes unbridled it can lead to a genuine atmosphere of apathy, ineffective work habits, and a sense of not really caring about the success of the organization.

This isn’t to say that change is a bad thing – because it’s not in many, many cases – the challenge arises when change is uncontrolled and the change taking place has no apparent objective behind it. Good change is often needed for an organization to grow and succeed and be competitive in order to meet a changing marketplace; change may be needed to replace an outmoded business model and breathe new life into the organization; and perhaps change is required to simply become a more revered nonprofit organization by redefining its mission and vision for the future.

Regardless of the changes taking place in your organization you must control the process to ensure that employees are retained and stay motivated; that the objective of the change taking place have meaning and purpose; and that above all you hang on to your sanity while continuing to operate a successful organization that won’t give into being derailed by uncontrolled change.