Throughout my career (thus far) I have worked in teams and organisations where change is not only cyclical, you can almost set your watch by it. In my younger days this gave me great cause for concern and on more than one occasion I held my breath while the redundancy wheel of misfortune spun, missed me once (phew) but caught me the second time round! The media and PLN groups that I follow are full of great helpful advice on planning, executing and managing change and the benefits this can bring to an organisation and the people within it but we are still, deep down really scared of change, even in HR (sometimes especially in HR).
It appears to me that not only is change healthy but absolutely vital to eradicate silos of thinking and to enable us HR professionals to support the development of an agile but strong and positive culture, and build a confident approach to embracing change. This said, on an individual level it is easy to overlook (and I am guilty of this myself) the perceived impact of change and the aftershock of change as we are so focused on physically managing its manifestation and immediately trying to embed it.
I do love a model and the fact that the Kubler Ross change curve was originally designed to monitor the grief cycle speaks volumes to me. We invest so much of our time in our workplace, we sign up emotionally to the values of our organisation and we strive to be part of a coherent team with common goals, why wouldn’t we grieve when something happens to alter the equilibrium? And importantly why wouldn’t an organisation plan for this and support the people that it has invested so heavily in? I am aware that this is not a new subject my any means but one that as an HR professional I have encountered most of my career. With this in mind I am making myself back to the curve and want to ensure that in the excitement and the execution of the physical change that I am not ignoring the aftermath. Cementing the new order is so important to build trust in the leadership of the organisation and to strengthen the organisation’s culture and resilience for the future. I’m not sure that anyone has all the answers but an approach of learning, growth and development for you as an individual, for the team and the organisation as a whole can only be a positive way to approach this.
Best wishes to you all for the Christmas and New Year and I look forward to connecting with you in 2019!