Recognizing and acknowledging these emotional responses can help individuals and organizations better manage and navigate changes more effectively.
Denial: People like to change, but do not want to be changed and there is the difference. Change inertias are often caused by negative emotions or ineffective performance management. Initial reaction to the prospect of change is to reject or ignore it. Feeling of "this can't be happening" or "things will just go back to normal." Trying to maintain the status quo and avoid the disruption of change.
Resistance: Actively opposing or trying to block the change from happening. Feeling of "I don't want this to happen" or "I won't let this happen." Engaging in behaviors or actions to prevent or delay the change. When someone is resisting change, it is usually because one or more of the elements is missing for them. Look at the issues from their perspective. Gaining their buy-in to the change, switch the conversation to goals- innovation, excellence, flexibility, responsiveness, etc. and use analytics to support change and manage transformation.
Frustration: Recognizing that the change is inevitable, but feeling powerless to stop it. Experiencing a sense of anger, anxiety, or resentment towards the change. Blaming others or the circumstances for the unwanted change. There is frustration in the process of leadership. Such frustration may come from an element of dissonance or disagreement between leader and followers.
Exploration: Beginning to accept the reality of the change and looking for ways to adapt. Experimenting with new approaches, skills, or behaviors to navigate the change. Feeling a sense of uncertainty and a need to learn and understand the new situation.
Commitment: Actively embracing the change and committing to making it work. Developing a positive attitude and a willingness to take ownership of the change. Feeling a sense of purpose, excitement, or optimism about the new opportunities.
Integration: Fully incorporating the change into one's life or work. Feeling a sense of mastery, control, and comfort with the new way of being. Recognizing the personal growth and development that has occurred through the change.
It's important to note that this emotional cycle is not always linear, and individuals may experience these emotions in a different order or revisit certain stages multiple times during the change process. Recognizing and acknowledging these emotional responses can help individuals and organizations better manage and navigate changes more effectively.
0 comments:
Post a Comment