Change is the way of the world, I haven’t heard of one single organisation that has not embarked on a change in process, technology, structure, strategy and the list goes on. Change is an inevitable part of life to ensure we continue to evolve, grow and adapt. Change management and leadership are two terms that are loosely throw around during projects of transformation.
Often, organisations are planned and structured in their approach. However, too many lose sight of the number one driving factor- THEIR PEOPLE. Change affects us all very differently. Some see opportunity and others may see it as a threat. It is amazing to note the common challenges I come across as a coach when working with clients from various levels of an organisation. This includes both sides of the coin; the people exiting after long tenure served and those who are left behind.
Organisations need to be more responsible when preparing their people for these uncertain times, that always tend to last for months at a time. People that are exiting the organisation are often left feeling empty with the change in routine. Those who remain in the company are left second guessing their role in the new organisation and if there are any further changes coming that will directly impact them. People experiencing constant threat state in their brain tend to stay focused on problems, have a very narrow focus, have limited (if any) insights and find it hard to shift out of this brain state.
When I work with organisations going through major change and disruption, I develop specific material to meet the needs of their change. I enhance the process by focusing on communication and focus on how people can build resilience through times of change and effectively lead others. My key focus is to bridge the gap between leading a change project and looking after an organisations biggest asset – THEIR PEOPLE. Even for those people exiting the organisation, the emphasis is on shifting to a growth mindset. Focused on identifying individual strengths, eliminating the feelings of displacement reducing the chances of anxiety and depression. Moving into an action mindset, controlling what they can and taking back power.
When I work individually with these clients we identify exactly what they want, providing them with a clearer picture of what makes them happy, motivated to get out of bed in the morning, what they are good at along with techniques on how to regulate their emotions. Change is emotional, and it is hard. Sometimes factors are outside of our control and so it brings uncertainty. We work through and practice techniques and strategies to push through addressing all these challenges – hard wiring new habits along the way so it becomes second nature.
We can’t always control our surroundings; how easy would it be if we could! However, I do believe that change is good (yes, growth mindset). It all depends on how we look at it and deal with it. So, take a deep breath, acknowledge the feelings that may come up and look on the bright side. You never know what is around the corner!