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Lean in to change

Organisational change can be hard, particularly where we know the individuals being impacted and have worked with them for some time. In our line of work we often see a tendency from leaders and managers to shy away from delivering news of change and this article aims to provide some tools and strategies to enable those individuals to ‘lean in’ to change and embrace their roles as change-makers.

The reasons for shying away from delivering news of change often fall into one (or more) of four categories:

  • Fear of an emotional response from the team; either anger or upset
  • Feeling uncomfortable having difficult conversations with the team
  • The decision to change being imposed from above
  • Feeling overwhelmed by yet another additional ‘task’ on top of the day job

Not everything that is faced can be changed, but nothing can be changed until it is faced. -James Baldwin

1. Fear of an emotional response from the team Cross, bearded man yelling

Strategy: bring clarity and reality to your fears

Make a list of all the likely responses you might see from your team. Consider how likely these responses are.

Plan steps you can take to avoid ‘worst case’ reactions or mitigate them should they arise. This might include:

  1. Plan who you will speak to, where and when for best effect
  2. Bring in a note-taker or HR representative to support you
  3. Offer the individual to bring in a colleague or TU rep so they have some support
  4. Build in time for the individual to take a break / go home after any bad news
  5. Plan in recovery time for yourself after any particularly challenging meetings
  6. Prepare a script with key messages, including reassurance, key dates for the project and support / alternatives available
  7. Make sure you have answers to any likely questions

Reflect back – how did the reality measure up to the fears you defined?

2. Feeling uncomfortable having difficult conversations with the team

Strategy: confidence building

Increase your confidence in this area. You might find it helpful to:

  • ‘Act as if’ you already are confident, which can build your feelings of security in this area. I am a fan of Amy Cuddy and her Ted Talk on ‘How your body language may affect who you are’.
  • Consider your ‘power‘ to give you more confidence when having conversations. I am not simply referring to the power and status your leadership role has. There is also power in the information and experience you hold, and social power at your fingertips through the networks you have in place. Find your sources of power, pulling in particular on your powers of persuasion, inspiration and collaboration. These can be said to leading to greater commitment from individuals.
  • Educate yourself. Make sure you have the tools and support you need to take this change forwards. Have you got a great HR contact who can guide you or provide resources? Do you have a coach or mentor who can work with you through the change?

3. The decision to change being imposed from above Compassion during redundancies is better business

Strategy: see the positive possibilities

See the positive possibilities. Redirect the substantial energy of your frustration and turn it into positive, effective, unstoppable determination. -Ralph Marston

You could do begin to see the positive through several means:

  • Ask one of the decision makers to share their logic and vision for the change
  • List out the pros and cons for yourself; why might this decision have been taken and what might be the positive outcomes
  • Create a mantra which works for you and say it to yourself; ‘I can do this’, ‘I will make a success of this’ or ‘I can adapt’ for example
  • Show yourself compassion by treating yourself with the same kindness you would treat a loved one is crucial to overcoming self-defeating thoughts
  • Remind yourself that this is the day job, which doesn’t define you, but is only one part of who you are.

4. Feeling overwhelmed by yet another additional ‘task’ on top of the day job

Strategy: coping mechanisms

Overwhelm and work-related stress doesn’t just disappear when you head home for the day. When stress persists, it can take a toll on your health and well-being. So having coping mechanisms you can pull on is vital. If your current mechanisms aren’t working then spend time working out why and what you could change about yourself or your approach to maximise your ability to cope.

I can’t change the direction of the wind, but I can adjust my sails to always reach my destination. -Jimmy Dean Hammer smashing a mobile phone

  • Develop healthy habits. Think about how you act when feeling overwhelmed; late nights, fast food, social media usage, alcohol and exercise. Do you have the healthy habits to support your physical wellness at times of stress?
  • Set boundaries. Make rules for yourself around checking emails at home, phone calls in the evening, using your calendar or out of office more effectively.
  • Learn how to relax. This means different things to different people. Introverts may value alone time; a quiet walk in nature or reading a good book. Extroverts may prefer going out or exercising with a group of friends. Notice what works best for you and build it in.
  • Planning. Make sure you keep track of the things you need to do, prioritise them before starting work. You could do this daily weekly or monthly. I find a master list (or version of this) a great approach to keep me on track and stop any worries that I’ve forgotten something.

It is impossible to avoid change, and we hope that employing some of these tactics you will find it easier to lean in to change, and therefore lead change programmes from the front.

For support with any of the aspects noted in this article, please do get in touch today.

Photo by Ketut Subiyanto