A New Way to Work

Success and change without burnout by Dr. Geri Puleo

Archive for the tag “change”

Why We Keep Asking Questions

Questions we keep asking - Freda Adler

Are we too focused on finding all the answers?

As a researcher, I know that this is a controversial thought to express — but (as every researcher knows) for every questions that is answered, several more appear.

Isn’t this also true in our own lives?  We think we know all the answers…but then life throws us a curve ball.  When this happens, we either have to re-learn what we forgot — or prepare ourselves to learn something totally new.

Life is all about asking the questions.  Not necessarily the questions that other people tell us to ask, but the questions that we feel on a deep level will help us develop into the person that we want to be.

There seems to be an insatiable need for people to find out “how to do it”:  how to create a business, how to build positive relationships, how to be a great parent, how to achieve success in our jobs.  We naively think that if we just get the “right” answer, we will be happy.

But life doesn’t work that way.

No two people will be faced with the exact same questions in their lives.  Nor will we be forced to confront the same obstacles.  While there will be trends that span a wide range of people and personalities, each of us have to find the answers to the fundamental questions that are critical in our own lives.

The quality of our lives is directly related
to the quality of our questions.  

If we ask, “Why does this always happen to me?” — our question belies a feeling of being a victim.

If we instead ask, “What can I do to improve this situation right now?” — our question provides direction to our conscious brain and subconscious mind to find a solution.

Every question has a subtext, an assumption that provides the foundation and meaning behind that question.  No matter how hard we try, we will probably never be able to answer the question, “Why did he or she do that to me?!” — because we can never truly know everything that someone has gone through in their lives.

Images can be deceiving.

The questions that we are asking right now reveal our emotional assumptions about the current state of our lives.  Because life is constantly changing, so are our questions.

So what burning questions do you need to answer?

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

One thing is sure…we have to do something

Behavioral Interview - Part 3

One of the biggest regrets is feeling that we “woulda, coulda, shoulda”:

  • I woulda taken that promotion…if only I hadn’t been afraid.
  • I coulda succeeded at my dream job…if only I had managed my time better.
  • I shoulda changed careers…if only I had known what I wanted.

The regret (and guilt) associated with thoughts of “woulda, coulda, shoulda” also  reflect paralysis by analysis:

By not knowing what to do, we do nothing.  

Perhaps our inaction is the result of a fear of failure.

Perhaps it is the trepidation surrounding an unforeseeable future.

Perhaps it is a fear of success.

But NOT taking action is itself an ACTION — and it is also a way to develop and sustain the attitude of a victim.

NONE of us have all the answers.  NONE of us can foretell the future.  NONE of us will succeed 100% of the time.

But ALL of us have the power to choose our reactions and subsequent actions to that which is occurring in our lives.  In other words, we must decide what to do based on the best information that we have NOW.

There is no harm in modifying our paths — studies have shown that airplanes are off course to their destination a whopping 99% of the time.  So, how do they land where they’re supposed to?  They are unafraid to modify or alter their course so that they will arrive at their target.

The same is true in life:  we can always modify, adapt, or totally change our path.

So what fears are holding you back from creating success on your own terms?

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

 

Taking Control of Your Career: The Fundamental Skill of Career Management

Progress not perfection

I can’t believe that we’re already in the middle of the year!  Looking back over the past six months, it’s time to take stock of where we’ve been — and where we’re going.

While such career self-reflection seems to be a natural part of the December holiday season, it should be a part of our on-going routine.  With half the year gone, it’s a time to take stock of where we’ve been…compared to where we planned to be…and decide NOW where we’re going.

But here’s the problem:  for over-achievers, the quest for perfection often derails our probability for success.  In other words, we can begin right now to quit striving for perfection and instead commit to progress.

Successful career management is NOT a one-time, one-size-fits-all undertaking.  It is more than just resume writing and interviewing.  Managing your career is instead an adaptive journey that YOU have created that will lead you to a constantly evolving destination.

Think about your own career:  what you wanted as a new graduate is often quite different from what you desire as a seasoned professional – so your career map needs to reflect both the tangible and intangible elements of your professional goals.

How to Evaluate Progress in Your Career 

Tip #1: Recognize that “perfection” is an illusion – but “progress” can be planned for.  No two people have the same definition of any word; nowhere is this more apparent than in the definition of a “perfect” career.

The denotative (i.e., “dictionary”) definition of “progress” is simply “forward or onward movement toward a destination.” Notice that there is no time constraint included in the definition. As long as you are moving forward toward your goal, you ARE making progress.

Tip #2: “Progress” is NOT a comparative.  Don’t beat yourself up if your progress to date doesn’t match that of your brother, sister, college roommate, or coworker. Everyone’s path will be different — and that’s a very good thing.

The most effective measurement of your professional progress over time is based on what YOU are capable of.  Your strengths and areas of improvement are unique to you – so the progress that you make will also be uniquely yours.

Tip #3: Determine the “what” BEFORE planning for the “how” of your progress. Said another way, the “how” of your progress (the action plan or steps) can only be designed AFTER the “what” has been identified (your destination or outcome).  This is NOT just trying to find a job when you’ve been downsized or burned out; this IS learning the tools of successful career management.

Set aside time to decide what makes you happy, fulfilled, and satisfied. Find a quiet place and set a timer for 30 minutes. Then write down or record your answers to these questions – don’t be shy about your wants and needs…now is the time to be BOLD!

  • What do you enjoy doing?
  • How do you want to be managed?
  • What kind of environment supports your progress?
  • What do you want your legacy to be? (Hint: You’re going to leave a legacy based on the actions that you have taken – in other words, you cannot NOT leave a legacy!)

Tip #4: Objectively describe where you are RIGHT NOW in your career. This can be a difficult process, but be brutally honest with yourself – no one else needs to read what you’ve written. Focus on how you feel before deciding what you need to do next:

  • Unsure of your next career step? Conduct a professional work experience audit in order to develop a step-by-step plan for the next 12 months.
  • In a career that no longer inspires you? Resolve to make the time to clearly identify your “must haves” and “can’t stands” in your job and overall career. Be sure to focus not only on what you want in a career, but also what you are willing to sacrifice in order to finally land your dream job.
  • Intrigued with the idea of being your own boss? Commit to letting go of your fears in order to take the first tenuous steps to writing a business plan and launching your own business – don’t be afraid to ask for help from other entrepreneurs!

Tip #5: Focus on BOTH the tangible and intangible aspects of work.  Being a professional “success” does not necessarily focus exclusively on the tangible results (such as upward mobility, increasing income, or notoriety). These are just the outward trappings of the traditional notion of “success.”

People who are happy with their careers and motivated by their work also focus on the intangible aspects of their jobs. Because these intangibles are key differentiators between one person’s idea of “success” and another’s, don’t compare what you want to the goals or results of other people.

Tip #6: Don’t let the naysayers prevent you from finding your own bliss.  NO ONE can tell you what to do with your life or why you should do it. While career coaches can offer insights and ideas on various career paths, the ultimate decision is yours. Only you know what makes you happy…what drives you crazy…what inspires you…and what demoralizes you.

Want to learn more about saying “no” to dream stealers? Click here for my FREE mini-eCourse, Letting Go of Dream Stealers.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

We Are The Stuff on Which Our Minds Are Set

User's Guide - How I will get it

Throughout the ages, sages have advised us to monitor our thoughts — because they determine what we do and how we respond, which in turn determines the life that we experience.

So, what are YOU thinking about today?

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

Developing Charisma: Why It’s a Skill That Can Be Learned

Charisma in front of crowd

What IS charisma?  Is it an innate personality trait – or is it a skill that can be learned?  Does charisma require you to be an extrovert – or can “shy” people be charismatic, too?  Finally, is it really important in business today?

Although charisma can be difficult to define, this definition takes charisma out of the realm of personality traits:

Charisma is the ability to inspire and motivate people
to do MORE than they would normally do
DESPITE obstacles and personal sacrifice. 

Charisma, therefore, is more than simply motivating someone to do something that they would have done without your influence.

Charisma brings others out of their shells and builds their self-confidence.

Charisma addresses the head and the heart of other people so that they will perceive regardless of the obstacles they may face or the personal sacrifices that may be demanded of them.

The 8 Characteristics of Charismatic Leaders

In the modern workplace of flattened organizational hierarchies, cross-functional leadership with or without a formal title has become an important criteria for an organization to survive.  While it cannot be denied that some people may have a more innate talent to be charismatic, charisma can be learned.

Surprised that something as ineffable as “charisma” can be a learned skill?  Once you understand the 8 characteristics that define charismatic leaders, you’ll be better able to inspire others to commit wholeheartedly to your vision.

  1. Appeal to BOTH the heart and the mind.  One reason why leaders are often not perceived as being charismatic occurs when they focus exclusively on charts, graphs, and metrics.  While important, such quantitative items do not inspire creativity in others.  Story-telling has become a popular tool to entwine the quantitative outcomes with more esoteric and heartfelt reasons to achieve those outcomes.
  2. Have passion for the work. A leader will never be charismatic if they are lackadaisical about what they do and why they are doing it.  Passion does not necessarily mean emotional fits or grand verbosity; passion can also be equated with focus and commitment to an outcome as well as its overall importance.
  3. Create an atmosphere of change. Charismatic leaders rarely maintain the status quo.  They are visionaries who can see opportunities (often before others) and then have the courage to take the necessary actions to move forward toward their achievement.  This requires being comfortable with change – but remember that change does NOT have to be chaos.
  4. Communicate in a clear, compelling way. Once again, charismatic leaders inspire others by appealing to both their hearts and minds.  This requires the ability to describe complex ideas or goals in a way that is simple but still addresses the curiosity and creativity of others.  There’s nothing worse than a leader who appeals to the hearts of followers through a powerful vision – but then leaves them without the means or strategy to attain it.
  5. Have abiding faith in the vision. Closely aligned with passion, charismatic leaders will go over, under, or through obstacles in order to achieve their goals.  Obstacles are viewed as bumps in the road rather than derailing road blocks.  This level of certainty and confidence inspires others to also move outside their comfort zones and take risks.
  6. May be unconventional. Although not necessary, charismatic leaders usually have some type of mannerism or communication style that separates them from others.  While not absolutely essential, being somewhat unconventional is often equated with creative, outside the box thinking.  It doesn’t require charisma to have others do what they’ve always been doing.
  7. Foster trust by a willingness to incur personal risk. Charismatic leaders walk the talk.  In other words, they would never expect more from their followers than what they demand of themselves.  By confidently taking such risks, it inspires others to be a little more daring, too.
  8. Influence from personal power (not position power). Being promoted to the C-suite will not automatically create charisma in a leader.  In fact, a reliance on position power (or power that is attached to the job rather than the individual) is one of the best ways to lose charisma.  Personal power arises from being present in interactions with others and from confidently expressing and brainstorming ideas.  It’s more than just being liked by others:  it’s being viewed by others as someone whom they can trust.

So, do you still think that charisma is an innate personality trait – or are you now a little more open to the idea that charisma can be learned?  Just remember:  although inherently neutral, charisma is best used for noble and positive reasons – NOT as a method to sway people down nefarious routes.  (Think of Hitler’s passionate and charismatic speeches.)

But don’t be afraid of your own charisma in influencing others!  And remember that charismatic leaders are never “cookie cutter” clones.  Be brave in bringing your own exuberant uniqueness to the job!

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

 

Finding Your Passion: 5 Ways to Turn Your Professional Dreams into Reality

Make Things Happen

Are dreams the same as goals?  If not, what do you absolutely need to do to transform an idealistic dream into tangible reality?  This is a challenge facing many professionals.  But why?

Perhaps many people live lives of quiet desperation due to today’s hyperactive, 24/7, constantly “connected” lifestyle.  When you’re constantly “on,” it makes it difficult (if not impossible) to take the time to think and create a strategic action plan.  But without a plan, you’ll never be able to create success on your own terms.

But how would your life change if you consistently took action to achieve your dreams?  Quite frankly, having dreams and then taking action to achieve (or even surpass) them is what makes life a satisfying, exciting adventure! But dreams do not automatically morph into goals — and it’s the goals you set that keep you on track or push you off course toward achieving your dreams.

Let’s look at a popular professional dream:  making a lot of money — and then having the time to travel the world.  Sounds pretty nice, huh?  But, while the desired end is known, the path to get there is often murky.  And that’s where many people get off course.

But let’s break this dream down by asking:  what does it really mean to “make a lot of money?”  This dream isn’t really an empowering goal for 3 reasons:

  • It’s too vague — in other words, there are no quantifiable metrics attached to it.  (What’s “a lot of money” to one person might be viewed as the bare minimum by another.)
  • It may not be based on current reality — exactly how do you get from where you are right now and where you want to be?  In other words, is the professional path that you are currently traveling leading to what you really want?
  • It overlooks very real sacrifices — every goal requires you to say “no” to some things in order to say “yes” to turning the dream into reality.

Contrary to what others may advise, I believe that you can’t have it all…BUT what you can have is a life based on the things which are important to you.

To achieve lofty goals,
you must be willing to sacrifice that which is unimportant.
Sometimes you might even have to
sacrifice the important things…at least temporarily.  

If your goals are compelling, the sacrifices are usually acceptable. To aspire to greatness, you must say ‘no’ to mediocrity!

How to Turn Dreams Into Reality 

So, what if your dream is too vague, unrealistic, and/or doesn’t consider the necessary sacrifices?

First and foremost, begin with what YOU really want:  what is important to you?  What are your needs?  Are you willing to make the necessary sacrifices?  Perhaps most importantly, do you recognize the unique contributions which you alone can provide in a job and career?

Making these decisions requires soul searching — but you can begin by answering 3 fundamental questions:

  1. What do your dreams really represent?  We’re not talking Freudian psychoanalysis here.  For many people, lifestyle dreams represent the effects of achieving something else.  In the case of “making a lot of money,” does that mean security…or is it for “bragging rights?”  But if the money is simply a stepping stone to traveling, it might be time to search for a different job that offers you the ability to travel.
  2. What are you qualified to do?  We’re getting a little bit deeper here — and it’s time to engage in unabashed objectivity.  Everyone has strengths that separate them from other workers.  What are yours?  Find them not only in your work experiences, but in your volunteer or personal activities.  And don’t overlook those KSAs (knowledge, skills, and abilities) that are easy for you — they are often important clues to finding the job of your dreams and differentiating you from the competition.
  3. How committed are you to achieving your goals? Here’s where the sacrifices come into play — and this is also where many people let their dreams die a silent death.  It’s the moment of truth:  will YOU make the necessary sacrifices to turn your dream into a reality?

The ultimate choice of how you live your life rests with YOU!  Do you want the legacy of your life to be a lesson in the unrealized dreams arising from the goals that you ‘woulda, coulda, or shoulda’ achieved? OR will you take those important three deep breaths…and make the commitment to live your life in the way that you want it to be? Are you willing to move forward to create success on your own terms?

If you’re ready, then today is the first step on your path.  Creating success on your own terms requires courage to commit to what you really want and how you really want to live — even if the people around you aren’t very supportive.  To help you identify and understand the dream stealers in your life AND take proactive steps to prevent them from sabotaging your success, click here for my FREE 3-lesson eCourse on Letting Go of Dream Stealers.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com.   

Where Are We Going? How a Lack of Vision or Direction Creates Employee Burnout (Video)

This is video #1 in a 10-part series focusing on the 10 ways that organizations burn out employees. Dr. Geri Puleo discusses how the lack of an organizational vision or direction leads to employee burnout plus provides tips on creating a compelling organizational vision and establishing the path to achieve it.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

5 Myths About Organizational Change

Myth v fact

There are few words that are as dreaded by employees as “organizational change.”  But is the fear justified – or is it the result of some all too common misperceptions by change leaders?

Based on my research and practice, I’ve identified five common myths about organizational change:  what it is, why it often fails, and what to do instead.

Myth #1:  Change resistors must be silenced.  According to many change leaders, organizational change will only succeed IF you have “the right people on the bus.”  In other words, any employees – regardless of their positions on their organizational hierarchy or tenure with the company – must “get on board” or risk being removed from the organization.

Why This Is a Myth:  For the most part, change resistors usually have some very good reasons to support their reluctance to fully embrace the proposed changes.  Why would any change leader ignore their experience and insights?

What to Think Instead:  Change resistors’ ideas should be considered because they can forewarn of potential obstacles that can sabotage the change initiative.  Plus these resistors can potentially become some of the company’s best change advocates IF the change leaders address their fears and concerns.  Click here for more information on what I call the “Change Resistance Zoo.”

Myth #2:  If you present a logical argument, then people will change.  Business tends to be driven by quantitative metrics focused on achieving tangible results – which tend to be the primary focus of any change initiative.

Why This Is a Myth:  If only human beings would consistently behave in a “rational” or “logical” way – but it’s not in our DNA.  While human beings are logical and capable of rational decision-making, we are emotional beings as well.  Our behaviors are ruled by our beliefs, values, and the all-important WIIFM:  “what’s in it for me.”

What to Think Instead:  Effective change leaders focus on both the tangible and intangible aspects of a change initiative.  Employees’ fears stemming around potential job loss, demotion, or even closing of their office location must not only be addressed, but also incorporated within the strategic action plan.  You can’t ask workers to embrace the destabilization of their work environment without addressing the question of what’s in it for them as a result.

Myth #3:  Change occurs in isolation.  Organizational change can be compartmentalized, which makes it much easier to forecast any potential effects on other areas of the business.

Why This Is a Myth:  Organizations are constantly evolving, cross-functional, intradependent entities.  As a result, changes in one part of the organization can (and will) have effects on seemingly unrelated aspects of the business.

What to Think Instead:  Organizational changes affect the company’s lifeblood on strategic, operational, and tactical levels.  A “tweak” in a company’s product can (and will) affect not only the manufacturing process, but also the sales, human resources, customer service, and marketing functions.  A seemingly “little” change that can wreak havoc in a company’s short- and long-term functioning.  Think outside the box of compartmentalized change and consider the obvious and not-so-obvious consequences.

Myth #4:  To create transformational change, you must bring in outsiders to lead it.  Because the company’s culture is often the target of transformational change, the only way to get a “fresh perspective” is to bring in change leaders from outside the organization – maybe from the same industry, but maybe not.

Why This Is a Myth:  This is probably the most pervasive myth in transformational organizational change – and perhaps the reason why over 70% of change initiatives fail.  Outsiders may have new ideas BUT they also are not intimately aware with how things currently work in the organization and why they are being done in this particular manner.  As a result, there is often a lack of appreciation for the company’s history and an ignorance of the power of the company’s formal and informal network leaders.

What to Think Instead:  Consider tapping your current workforce for ideas on how to transform the organization – rather than thinking of them as change resistors.  Current employees have a great deal of intangible but persuasive capital within the company:  not only do they understand what is currently happening (which means that they are uniquely qualified to highlight the underlying problems), but they usually have some great (but often untapped) ideas on how to improve things.

Myth #5:  You can create change by sheer force of will.  If you really want to change, then you will be able to change – it’s all about willpower.

Why This Is a Myth:  If only change could be accomplished simply by willing it to happen.  It can’t.  Successful changes take place by moving through the transition period connecting the past to the desired future – no one navigates this “no man’s land” without a clear road map and the necessary resources to reach the destination.

What to Think Instead:  Change leaders need to provide the Four R’s throughout the planning and implementation process in order to ensure that successful movement through the transition period.  A Road map that outlines the desired path to achieve the goal, the potential effects throughout the organization, and built-in flexibility to stay on-track when obstacles emerge.  A compelling Reason for the change initiative that addresses tangible financial needs as well as the intangible emotional needs of employees.  Sufficient Resources to support employees as they move through the transition period – including manpower, relevant technology, sufficient financial resources, and emotional support.  Rewards that celebrate the short-term wins along the way to transformation; this can be financial or (perhaps even more important) time off or public recognition for employees’ often Herculean efforts.

Organizational change is not for the feint of heart.  It can be confusing, confounding, frustrating, and terrifying.  The first step is to debunk these five prevalent myths about the process of change.  By replacing them with more proactive beliefs, both change leaders and change targets will be more likely to listen to the arguments as to why they must temporarily destabilize their current work environment in order to create one that is better for both the organization and them.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

 

 

Listen to the Naysayers: How Resistors Can Actually HELP During Organizational Change

Change Resistence in Business

Change resistance.   It’s the bane of change leaders’ existence…but should it be?  Could change resistance actually be a BLESSING?!  And if you are the target of an organizational change initiative, should you keep your doubts and concerns to yourself?

These are some of the fundamental challenges facing change leaders and change targets when an organization is attempting massive change.

In talking to change leaders over the years, one of the biggest challenges that I’ve seen is the anger that change leaders feel toward any employee who resists or even questions the veracity of the need for change OR the method of changing OR even the potential outcomes of that change.

A common refrain by change leaders is, “Get the right people on the bus!  We only want employees who embrace change – anybody else is a change resistor and we need to get them OFF the bus!”

I remain shocked that a change leader would discount the insights and concerns of employees when you are asking them to fundamentally shift their work processes, assumptions, and routines.  As the photo above says, “I don’t think so!”

The Change Resistance Zoo

Change resistance is defined as efforts focused on impeding, redirecting, rejecting, or stopping the change (Coetsee, 1999).  It is often thought as being overt…but it can also be very effectively done through covert actions.

Although change resistance is viewed as a “bad thing” that needs to be eliminated from the workplace, employee resistance to proposed organizational changes can also be a very GOOD thing because:

 “When resistance does appear,…it should not be thought of as something to overcome…Instead, it can best be thought of as a useful red flag – a signal that something is going wrong.”   (Lawrence, 1954)

In general, a certain amount of resistance should be anticipated when an organization demands that its workers change their working behaviors, processes, or even attitudes.  But these responses will vary based on their view of the changes being asked of them.

Therefore there is no ONE change resistant response or behavior.  What employees will exhibit as resistance will vary greatly.  For change leaders and change targets, it’s important to understand these differences.

Based on my research, I’ve developed six attitudes toward change in what I call “The Change Resistance Zoo.”  Each type views change somewhat differently, which consequently leads to distinctly different behaviors and responses throughout a change initiative.

Ostrich

The Ostrich.  The employee who avoids change at all costs is like the ostrich sticking its head in the sand.  Ostriches staunchly deny what is going on in the organization and may even view the current status quo as being “not that bad…really.”  Rather than change, Ostriches will often resign from an organization – either when changes are anticipated OR after the change initiative is lost.

What’s Bad About Ostriches:  These are the die hard change resistors who dislike any degree of change to the status quo.  They are in denial and will do anything to avoid making the change.  This is particularly bad for the organization if one of your key employees is an Ostrich.

What’s Good About Ostriches:  Even though they dislike changes to their status quo, Ostriches are also smart enough to realize that the changes are going to happen – so it’s better for them (and the company) if they find a more suitable work environment with another employer.

 

MoleThe Mole.  The Mole is sneaky about refusing to go along with the changes.  Rather than being upfront about their doubts, the Mole goes underground and covertly sabotages the changes.  This could be through missed deadlines or by spreading negative gossip about how the change is progressing or what it really means for employees.

What’s Bad About Moles:  Moles can sow seeds of discord and fear among not only their immediate coworkers, but throughout the organization.  Because their resistant tactics are covert, Moles can be difficult to spot:  there’s always a “logical” excuse for a missed deadline and it’s rare to catch them as the source of misinformed or outright malicious gossip.

What’s Good About Moles:  Consider the option that the Mole has a good reason for refusing to change.  Even though they can be toxic in the workplace, Moles serve as an indication that something has not been considered when planning and implementing the change initiative.

 

TigerThe Tiger.  Unlike the covert activities of the Mole, the Tiger is vocal and aggressive in resisting the changes.  Tigers will argue with change leaders by challenging their ideas and assumptions about the changes.  Their goal is to attack everything related to the change initiative so that it will not proceed.

What’s Bad About Tigers:  They are disruptive and combative, which can make other employees uncomfortable – regardless of whether those employees support or disagree with the changes.  Unlike Moles, it is easy to spot a Tiger – but it’s harder to deal with them in a rational, calm way.

What’s Good About Tigers:  The Tiger will let you know what is a contentious aspect of the change initiative – there’s no guesswork involved.  Try to discuss the Tiger’s concerns in private (so that they don’t damage employee morale) and remain calm.  There is a good chance that the area of disagreement might be eligible for some sort of compromise that creates a win-win outcome in the proposed changes.

 

DogThe Dog.  The Dog will never directly challenge the activities or expectations in the change initiative – that is, unless they’re part of a group of more vocal employees.  Believing that there is “power in the pack,” Dogs resist the change initiative through a group effort – and they’re not afraid to “fight dirty.”

What’s Bad About Dogs:  Dogs may be man’s best friend, but they can also be terrifying in an angry pack – particularly a pack that is united in staunchly fighting the change initiative, in whole or in part.  Because change is frightening, some employees may go along with the “pack” because they fear being ostracized by their peers or coworkers.

What’s Good About Dogs:  Because Dogs are part of a pack, swaying the opinion of one Dog toward the change initiative can lead to the entire group becoming more receptive to the changes.  Also, if there is a group of employees who have banded together to fight some aspect of the change initiative, this is a clear indication that the change initiative most likely has unintentional deleterious effects for a subset of the workforce.

 

OwlThe Owl.  The Owl is usually an experienced employee – someone who has been with the company for a long time or is recognized as an expert in their field.  Because they are wise and knowledgeable, they will point out minute flaws in any aspect of the change initiative.  The challenge is that Owls believe that, although it is their duty to identify problems, they consider that any active involvement in remedying those problems is “beneath” them.

What’s Bad About Owls:  Owls can appear to be condescending, “know-it-alls” who focus too much on the details – but miss the big picture.  By overlooking the broader outcomes associated with the change initiative, Owls can develop tunnel vision that obscures any information that is not within their area of expertise or interest.  This can be particularly damaging if an Owl is selected to lead a change initiative.

What’s Good About Owls:  Subject matter expertise and knowledge are essential criteria for an employee to be considered an Owl.  As a result, they have a breadth and depth of knowledge about how the changes will affect their department, unit, or location.  Listen to them!  But also encourage them to take the lead in improving the steps in the change initiative, so that they can mentor others to create the necessary changes.

 

SnailThe Snail.  The Snail just…kind of…creeps along…with their tasks.  Their goal is to avoid making any waves.  This reaction to change is usually based on fear about the potential consequences, so they will make every effort to avoid detection.

What’s Bad About Snails:  It’s difficult to understand how a Snail feels about a change initiative; because they tend to “fly under the radar,” they are often overlooked or tend to avoid discussing their opinions in meetings.  They do their jobs in a way that makes their performance less likely to stand out from the crowd – for either good or bad results.

What’s Good About Snails:  Snails will continue to get their work done – but don’t expect them to wholeheartedly embrace the changes.  Because the work is still getting done, this can be a good thing for consistency during a change initiative.  Also, snails won’t “make a scene” or add to the disruption in a workplace undergoing change.

Identifying an employee as one of these “zoo animals” does not mean that change leaders should attempt to squash their responses.  Quite the opposite:  change leaders should view their reactions to the proposed changes as red flags or beacons warning about aspects of the change initiative that may have been overlooked.

Change resistors can actually prevent a change initiative from derailing – IF they are respected and listened to.

5 Quick Tips to Benefit From
the Insights of Change Resistors

Change leaders can only observe the behaviors of these animals in the change resistance zoo in response to their requests to change – but it takes a little more digging to unmask the why behind these perspectives.

The following five tips will help you better understand the reasons behind change resistant employees’ behaviors and then adapt your management style to help guide them toward acceptance of the desired changes.

Tip #1:  Communicate the practical economic reasons for the change, but don’t forget to include emotional appeals to employees’ values.  This transforms the change initiative from a cold, quantitative rationale to one that is inspirational and motivating.

Tip #2:  Always listen to employees’ concerns before, during, and after a change initiative.  Resistant behaviors and words that are not acknowledged can potentially undermine the desired changes.

Tip #3:  Respect employees’ fears about the changes by taking an evolutionary approach to change.  Rather than focusing on what will change, also highlight what will remain the same.  This provides a sense of security for workers.

Tip #4:  Include employee input throughout the change initiative.  Don’t just “spring” changes on employees!  Instead, frame the problem that needs to be addressed and ask key employees and network leaders for their opinions on how to remedy the problem.  In nearly all cases, this will involve a change of some kind – but it will be embraced because the employees had input into how this will be achieved.

Tip #5:  Focus on the resistance as a potential treasure trove of new ideas.  Tap down any feelings of anger and resentment that your workers are not immediately embracing the changes.  Remember that it is impossible to predict every possible outcome or effect of a change initiative – so, listen to your change resistors for insights that you might have overlooked (and which could potentially sabotage the changes).

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

 

Paradigm Shifter #48 – Identify your life’s purpose

Paradigm Shift

You will always leave a legacy – whether you intend to or not. To intentionally leave a legacy, you must identify and act boldly based on your life’s PURPOSE.

This advice is perennial: success requires that you understand why you are here…at this time…in this place…with these specific talents.  Your legacy is, therefore, the result of the interplay between your internal talents and the external circumstances that create the fabric of your life.

It doesn’t matter whether you believe that this unique amalgamation is random or dictated by a higher power. What matters is that you identify for yourself the “why’s” of your life.

But it is often much easier said than done.

Boldly asserting your life’s “purpose” can be frightening:

  • Will I become so focused on a single goal that I miss out on all the other things that life has to offer?
  • Is it egotistical to believe that I am here for an important reason that can impact society – or even a small portion of it?
  • What if I want to achieve this purpose so badly and commit so many resources to it…then don’t achieve it?

Whether expressed out loud or just simmering in our subconscious, these fears powerfully sabotage our ability to really achieve success on our own terms.

The fear of “missing out”

I am adamantly against the idea that anyone can “have it all” – but I just as adamantly support that you can have what you want.

Several years ago, I was the keynote speaker at a university’s conference on women. My topic focused on transcending the guilt-inducing societal edict that we can – and should! – “have it all.”  Instead, I recommended that we focus on our personal priorities in order to achieve what’s most important to us.

While many of the women agreed with me, I was astounded at the anger and vehemence of a few of the women. In fact, one attendee said that the topic should have been that “Geri Puleo has it all.”

Why did this well-meant advice create such astonishingly diverse reactions?

Having the courage – and, yes, it takes courage – to proclaim what we want and then act accordingly holds a mirror up to our lives. Our actions reflect our priorities even if we profess something entirely different.

Realizing that we can’t “have it all” but that we can “have what we want” is profoundly life-changing.  It takes away the guilt if we don’t try to do everything…for everybody…but often not for ourselves.

This insight also might lead us to take actions that will upset or hurt other people because we may need to say “no” to their requests in order to say “yes” to what we need to do in order to achieve our life’s purpose.

But when we live our lives based on what we believe is our guiding PURPOSE to be here at this time, in this place, and with our unique talents, then saying “no” becomes much easier.

And the people who truly support us – our “tribe” – will embrace us along our journey.

The so-called “egotism” of a higher calling

When we finally muster the courage to define what we want (our life’s purpose) and decide to go for it, we must also let go of that which does not support that purpose.

And when that involves letting go of (or at least distancing ourselves from) certain people, it is far too common for them to demean us in order to assuage their feelings of rejection.

So they call us egotistical. A dreamer.  Unrealistic.  Even a braggart.

Striving for a higher goal, a noble purpose, is life-affirming – even if those who are currently around us try to belittle our ambitions.

Again, it takes courage to live based on a rock solid belief in the PURPOSE of our lives.  This has the effect of propelling us toward people who also live their lives based on a higher calling.

We generally are not “discarding” the people who are currently in our lives (but don’t necessarily support us). Instead we are shifting our relationships with them on a continuum traversing friends who have moved to the periphery of our relationships to those who are toxic and thus no longer a part of our lives.

But, even more importantly, living our lives based on PURPOSE makes us much more compassionate and empathetic toward others. In fact, we tend to be more open and give more of ourselves to those who also want to make a difference – and the probability of supportive reciprocation is vastly increased.

Defining the difference that we want to make – whether it is on a small familial level or on the greater world stage of society – is the essence of identifying the unique purpose of our individual lives.

And there is no egotism in wanting to achieve something that ultimately helps others.

The fear of failure

I really don’t believe that there is an objective difference between a “winner” and a “loser.” The truth as to who “wins” and who “loses” rests solely in the eye of the beholder.

Life is a journey. Anyone who has achieved greatness has also had the gnawing fear of “what’s next” and “how do I top this?”  You still have a life to live after you achieve the goal that you defined as identifying you as a “winner.”

Because life is a journey, living with PURPOSE creates a better sense of balance. Goals become benchmarks on the path to creating an intentional legacy.  If a particular tactic doesn’t achieve a goal related to the overall purpose of your life, then it is much easier to adapt and shift.

The biggest fear comes from not achieving the scope of your life’s purpose.  Maybe you won’t save the world, but your daily actions aligned with your purpose will undoubtedly create small successes and even joy.

There will be challenges, but your journey toward actualizing your PURPOSE will also be energizing and enjoyable – something that you don’t want to “miss out” on. When your purpose is based on a higher noble goal, it is the antithesis of egotism.  And, finally, recognizing that “failure” is really an opportunity to learn creates curiosity and commitment.

Living in alignment with the PURPOSE of your life transcends the siren call of society’s more mundane definition of “success.” Rather than living with fear and second-guessing, a life lived with purpose is a life well lived and produces a sustainable, intentional legacy.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

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