Many changes, even good ones, demand a psychological shift and for some that means a loss. It can be a loss of:
• what is familiar
• turf
• attachments
• meaning
• status• control
• competency
• structure
• identity
As a leader, knowing you may encounter loss as a part of the process is the first step. Helping other people recognize and effectively deal with it is next. Below are some ideas on how to approach the resistance that is actually a sense of loss.
1. Allow some space for the person’s upset feelings. Sometimes all someone needs is a bit of space to be seen, heard and acknowledged. If this is done with care and concern, that alone may help them move forward and embrace the new way.
2. People tend to globalize when they are under stress and may miss many things that are not changing. Help people recognize what is ending and what is not. This allows the person to anchor in the structural pieces or relationships that are consistent.
3. For those things that are changing help them work their way through these questions:
a. What can they redefine?
b. What can they replace?
c. What do they need to relinquish?
Hopefully, this process supports people dealing effectively with the loss, because if they don’t they are slowing your organization down, and they are likely not going to be successful in the new vision.
CrisMarie Campbell and Susan Clarke
Coaches, Business Consultants, Speakers and Authors of The Beauty of Conflict
CrisMarie and Susan work leaders and teams, couples in business, and professional women.
They help turnaround dysfunctional teams into high performing, cohesive teams who trust each other, deal with differences directly, and have clarity and alignment on their business strategy so they create great results.
Check out their website: www.thriveinc.com. Connect with CrisMarie and Susan on LinkedIn. Watch their TEDx Talk: Conflict – Use It, Don’t Defuse It! Find your copy of The Beauty of Conflict: Harnessing Your Team's Competitive Advantage here.