Hey there, change management professionals and leaders! Let’s talk about a common challenge we often face – leading projects that we aren’t exactly thrilled about. From company policy shifts to new system implementations and even dealing with layoffs or restructuring, these changes can sometimes clash with our personal or professional preferences.
But guess what? According to the insightful Roxanne Brown from The Change Decision, finding joy in these challenging situations is not only possible but essential for our career success as change professionals.
In her recent presentation, ‘Lead, Even a Change You Dislike,’ Roxanne highlighted the ‘Three Scenarios’ that all change professionals struggle with. Let’s dive into these scenarios and explore how we can reframe them to find greater satisfaction and success in our roles.
1. Job loss
Job loss is undoubtedly one of the toughest scenarios in change management. It directly impacts livelihoods, self-worth, and security, leading to anxiety and resistance. But what if we shift our perspective from just surviving the change to making it the best it can be under the circumstances?
Imagine a future where departing team members are genuinely grateful for how well you handled the situation. Picture a scenario where they are doing well and excited to see you five years down the line. By adopting this mindset, we can proactively foster a more positive experience for everyone involved.
Here’s how you can implement this new approach:
- Clarify the Change: Communicate reasons transparently.
- Identify Impacted Individuals: Conduct an impact assessment.
- Define the Ideal Outcome: Envision a positive change process.
- Bridge the Gap: Brainstorm ways to support those affected.
2. Moving goal posts
Moving goal posts can be frustrating, making us feel undervalued and like beginners all over again. However, this challenge also presents an opportunity to help team members rediscover and celebrate their competence. By focusing on continuous growth and connecting expertise to new opportunities, we can make our teams feel valued and excited about their journey.
Here’s how you can implement this new approach:
- Facilitate Competence Conversations: Connect current mastery to the change.
- Provide Meaningful Recognition: Acknowledge and celebrate achievements.
- Create Opportunities for Mentorship and Learning: Encourage mentoring and teaching roles.
- Connect Mastery to Change: Show how skills can evolve and enhance expertise.
3. Zero energy
The ‘zero energy’ scenario focuses on us, the change professionals, feeling overwhelmed by constant changes. But within this challenge lies an opportunity for growth and resilience. Embracing the reality of change can empower us to develop strategies for personal and professional well-being.
Here’s what you can do to make this scenario easier:
- Self-Reflection: Realign your perspective and regain energy.
- Focus on Alignment: Assess how the change aligns with your impact and values.
- Tap into Personal Energy Sources: Prioritize self-care for physical and emotional reserves.
- Reframe the Change: Understand your reactions and decide how to show up.
Final Thoughts: Embracing Joy in Tough Transitions
Leading projects we dislike doesn’t have to drain our joy or energy. By addressing core issues behind these scenarios, we can transform challenges into opportunities for growth. Remember, even the most disliked changes can be navigated successfully with the right mindset and strategies.
Interested in advancing your change management skills? Join us at Coach Change™ 2024, a virtual conference designed for change professionals and coaches looking to elevate their impact and navigate transformation with ease. Register now to take the next step in your development as a change leader!
