A new year holds promise and also brings with it
How do you respond to
uncertainty as a leader and changemaker? Do you typically greet it with
open arms, or hide from it pretending you have all the answers, as you feel
uncomfortable not knowing the outcomes.
What happens when you
approach uncertainty believing you have all the answers? You may set goals
and push through to accomplish them, focusing mainly on the metrics, without
taking into consideration your people and an intervention’s impact on your
organization and its culture. You may miss out on opportunities and creative
solutions that can arise from uncertain situations.
To illustrate what
happens when we greet uncertainty with open arms …
One of the things I’ve enjoyed about working in international health and development is the uncertainty, and with that, the opportunities for new and creative solutions, that present themselves. For example, when I was working in Afghanistan about 10 years ago as a Senior Technical Advisor in Planning and Performance Measurement, I met with the Minister the second day of my 9-month contract. At that time, she shared that although their original plan was to hire a policy and a planning advisor, since I had some experience with policy that she wanted me, within the first month, to give her a report of my impressions of her Ministry’s policy development and planning processes and what recommendations I would offer to improve them. This, on top of the tight timeframe I had to work with her folks to develop the Ministry’s first strategic plan and build their capacity in planning!
I went back to my office and asked the Afghan physician and policy advisor who sat beside me, if he had an org chart of the Ministry in English. He said “no” but he had one in local language. He printed one out for me and I asked him to tell me which departments were in the 15 boxes below the Minister and Deputies and the names of each Director while at the same time writing them all in English on the chart. Then I asked if he would take me to each one of their offices and introduce me to them (a few at a time).
At that time, I shared with each person that I would appreciate the opportunity to meet with them for 1 to 1.5 hours over the next day or so, and asked if there was a time that would work for them. I then followed up with the interview questions by email, which I quickly formulated. Within a month I had interviewed the top 15 department heads, rolled up in a report for the Minister what THEY perceived where the key strengths and weaknesses in their policy development and planning processes, their suggestions for improvement and added my own recommendations. In addition to learning a lot about how policy development, implementation and planning was done at the Ministry, I also had met one-on-one with 15 influential leaders in the organization, which served me well in the coming months.
If I had planned the above scenario in advance, it couldn’t
have worked out better!
What ingredients are
required of leaders and changemakers so we can more effectively deal with
uncertainty and embrace it?
I believe the following are important in this complex and
rapidly changing world we live and work in:
– Acknowledging that you do not have all the answers or aren’t sure what to do.
– Creating opportunities to reflect, and the ability to change direction during
a process that has an uncertain outcome (e.g. culture change process) .
Intelligence – Recognizing your own strengths and weaknesses, surrounding
yourself with a team that has complementary skills and personality traits to
yours, inviting their thoughts and suggestions, and truly listening to what
they have to say.
Understanding and Inclusive Orientation – Valuing a facilitated process
that encourages different voices to be heard and supports diversity.
to new ideas – Inviting creative ideas and listening to what people are saying;
(e.g. providing opportunities to encourage people to tap into and express their
that everything will work out. Chaos theory has demonstrated that order
comes out chaos.
Uncertainty conjures up fear in many of us; however if we greet it with open arms and include the ingredients above, incredible opportunities and solutions are possible!
How do you embrace uncertainty? I invite your thoughts below.
A habit is defined as: “a settled tendency or usual manner of behavior … ; an acquired mode of behavior that has become nearly or completely involuntary …: a behavior pattern acquired by frequent repetition” (Merriam-Webster dictionary – https://www.merriam-webster.com/dictionary/habit)
When we choose to make
something a habit, we integrate it into our lives and regularly repeat it, so
over time we don’t have to make a decision about whether or not to do it. Becoming
consciously aware of the benefits a positive habit brings to you, such as a feeling of calmness and being grounded that
comes from meditating daily, is beneficial. Such positive results support you
to continue those behaviors.
What habits have served you well in 2019 that you wish
to bring into 2020?
I encourage you to spend some
time reflecting on those habits that have supported your physical, emotional,
social and spiritual health and to writing them down. A personal example is – The habits I commit to continuing in 2020 are:
- Daily meditation
- Daily stretch routine
- Regular yoga classes (3 times/week)
- Regular walks in nature (3 or more times/week)
- Listening to my body and trusting in its wisdom.
What new habits do you wish to embrace in the New
The new habits I commit to embracing are:
- Unplugging from technology for 24 hours or more every
- Writing on a regular basis (i.e. 4 or more times/week
for 20 minutes or more each time)
- Ending my days reflecting on what I am grateful for
and any lessons learned
- Having regular massages and/or energy work (every 6
weeks to 8 weeks)
- Becoming more conscious of living in the present
moment and practicing mindfulness
- Meeting with friends one or more times/week
- Increasing the percentage of plants and legumes in my
diet to 50 percent
What habits do I commit to letting go of/releasing in
- Judging myself and others
- The belief that in order to be loved and valued I need
to perform and achieve each day
- Spending so much time on the computer daily.
Writing down what you commit
to, strengthens the possibility of you actually creating new habits and
releasing old ones that no longer serve you.
I’d love to hear what habits you are bringing into
2020, what new ones you are creating and which ones you are choosing to let go
of. I invite you to share your thoughts below.
I am opening up space once again to create. This time it is
to write my memoir. In order to set up an enabling environment for creativity
to flow, I made a decision to finish my radio show on Bold Brave Media on
November 20th at the end of my six-month contract. The 24
shows are archived at: http://boldbravemedia.com/shows/the-art-of-change/.
They are also available on https://www.spreaker.com/show/3561427
and iTunes. Feel free to listen, comment and share on the various platforms.
I really enjoyed researching, preparing for and interviewing the inspiring women leaders and changemakers who were my guests on ”The Art of Change”. It definitely has been a labor of love. I would like to thank all the listeners who loyally tuned in to the show regularly or from time to time. I hope you found the shows of interest, were inspired and learned something from them. Perhaps in the future I may create a podcast. I would appreciate you letting me know if that would be of interest.
Why do I feel the need
to open up space to create?
Creativity is associated with the right side of our brain; whereas
organizing and planning are associated with our left-brain. Planning a weekly
radio show is largely left-brain. I find if I have to constantly be planning
and organizing 6 weeks or so out on a show or a project, then it is more
challenging to be creative.
How am I “priming the
pump” to create? I’m continuing to meditate daily before getting out of bed
in the morning. I’ve found plugging in to Deepak and Oprah’s 21-day meditation
experiences helpful to do that. I spend regular time in nature walking, hiking,
cycling … . I practice yoga three times a week and have a regular morning stretching
I’ve found that my most creative time is in the morning so after meditating, coffee and stretching, that is when I write my blogs … . I haven’t yet set a time to begin writing my memoir; that said I have various stories and ideas percolating in my head. I feel like this experience will be a bit of a life review; an opportunity to reflect and write down stories that may not be included in the book. The process will enable me to let go of and clear some old stories and beliefs that are no longer serving me. I have read a number of memoirs, am about to begin reading several books on writing a memoir, and attended an inspiring 2.5 day workshop on the “Spiritual Art of Memoir” facilitated by Joan Boryshenko in July.
Stay tuned and thank you for your ongoing interest and support.
I’d love to hear how
you “prime the pump” to create. What
strategies have you found helpful to get those creative juices flowing?
Do you feel like there
are never enough hours in the day? Do you crave guilt-free time with family and
friends without that “to-do” list nagging you in the back of your brain? Do you
long for some time for you, to just “be”?
I understand. I’ve been where you are. In December 2012, I
almost burnt out. I had been working on a one-year contract with a non-profit
that promotes women’s and children’s rights around the world. When the
opportunity came my way, I was excited as I felt so aligned with their mission
As I flew to several African countries for project start-up,
I felt energized and passionate; excited to meet the teams on the ground and
learn about their needs and how I might be of support. 6 months in, I started
to feel SOoo tired and that there was so much to do and so little time. Do you relate?
I was initially hired to be a Senior Health Advisor on 5
projects in Asia and Africa to reduce infant and maternal mortality. That
morphed to 7 projects in 7 countries. I was initially to be a member of a
multi-stakeholder working group of four non-profits that had received a large
amount of donor funding to hire a research institute to evaluate the combined
impact of all of our projects in Asia and Africa. Within a month of starting
the position, I was informed that I was the Chair of that working group. The
Chairperson position became almost a full-time job on its own.
I was working night and day feeling so committed to what I
was doing and wanting to do the best job I could. Near the end of the contract
the non-profit invited me to stay on for another 6 months in a reduced role, 2
days a week chairing the multi-stakeholder working group. I was close to
signing the new contract and asked to sleep on the decision. I awoke the next
morning feeling like a lemon that had been squeezed dry. In that moment I knew
that I finally had to listen to my body and take a break. So I turned down the
opportunity. The VP and Director I’d been working with were shocked and asked
me why. I said “because I want to create more balance in my life”. At the time
I had no idea what that meant or what my life would look like but, but I
started 2013 with no work on my plate, committed to reconnecting with family
and friends and spending a lot of time in nature. I studied mindfulness,
started to meditate daily and continued with regular yoga practice. I slept 10,
12, 13 hours a night and after 4 months was still tired. So I went to a naturopath
who put me on some homeopathic meds and within a month or so I started to get
my energy back and feel more like myself.
About 5 months in, the 7 keys to what I call Creative Living; 7 keys to consciously
cultivating improved health, happiness, fulfillment and inner peace in your
life, came to me. I then began writing my first book “Learning
to Dance with Life: A Guide for High Achieving Women” which made #1 on
Amazon on launch day. It is a guide for women, as well as men, who constantly
“give” and “do” out of balance with “receiving” and “being”.
Burnout and adrenal fatigue are reaching epidemic
proportions. In May of 2019, the World Health Organization (WHO) revised its
classification of burnout from a medical
condition to an occupational
phenomenon. Their definition:
“Burn-out is a syndrome
conceptualized as resulting from chronic workplace stress that has not been
successfully managed. It is characterized by three dimensions:
- feelings of energy depletion or exhaustion;
- increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and
- reduced professional efficacy. ” 
The importance of this change in the WHO classification is
that it acknowledges that organizations and their leaders have a role to play
in reducing workplace stress; rather than burnout being perceived as a personal
medical issue, a sign of weakness and something to be hidden and ashamed of.
To learn more about burnout, its symptoms and causes see: https://pamela-thompson.com/how-to-know-if-youre-burning-out-what-to-do-about-it/
Proven Strategies and Powerful Practices
How can we as leaders
and changemakers turn this epidemic around? It starts with us, and our own lives. Here are
a few strategies I’ve personally found effective and have shared with coaching
and consulting clients around the world.
- Integrate mindfulness practices into your life daily. Mindfulness practices help us get out of our heads and into our bodies. They originate from Buddhism. Body scanning is a good place to start. Each morning on awakening scan your body from the top of your head to the tips of your toes. Notice any areas of tension or discomfort. Breathe into those areas and release them. Imagine them flowing out of your body. Mindfulness walking meditations are another practice. I recommend initially doing these 3 times a week for 15 to 20 minutes a day; for example, at a lunch break or immediately after work. Ideally do this outdoors in a park or in nature if possible. Focus on all of your senses. Hear the crunch of leaves underfoot, smell the salty sea air, view the beautiful vistas surrounding you, feel the wind on her cheeks. When thoughts come in to your head, imagine they are clouds. Let them drift by and resume focusing on all of your senses. Notice what you notice during the walking meditations and after.
- Listen to
and Trust in Your Body’s Wisdom. This is one of the 7 keys in my book. What
I know to be true is that our bodies always know the truth. Many of us were
raised in cultures that value and focus on our rational, logical left brain and
staying in our heads. Mindfulness practices help us get back into our bodies,
and learn to listen to and trust them. Try something as simple as when you feel
tired, go to sleep rather than pushing through that last task before heading to
bed. When a decision doesn’t feel right, try going with your gut rather than
rationalizing a decision. For more tools that assist you to learn to make
decisions using your body’s wisdom check out chapter 4 in Learning to Dance with Life.
- Tap into
and Express Your Creative Side. Is
there something you enjoy doing that when you do it you become immersed in it
and lose track of time? Could be film editing, painting, writing,
gardening, cooking … . Chances are when you have this experience, it is one of
your passions, and when you tune into it you are tapping into your creative
right brain. Usually you feel energized and positive while engaging in a
passion. When you are filled with childlike wonder you also get out of your
head and into your body. Regularly taking time to do something you enjoy that
is creative helps reduce the stress in your body and takes your mind off work.
- When you feel stressed Deep breathe in through your nose and out through your mouth consciously
making a noise on the out breath. Do this about three times and notice what
you notice. This practice stimulates the release of the hormone oxytocin that
relaxes us and makes us feel good.
- Set firm
boundaries; i.e. learn to say “no”. In order to do this it is helpful to
clarify your core values (For more info
on values see https://pamela-thompson.com/do-you-live-in-alignment-with-your-core-values/)
– and ask yourself: Is this activity or
this organization in alignment with my top 5 core values? Another
question to ask is: Will this activity
bring me joy? Do I have time to add this activity to my plate?
successes – big and small. Rather than checking a completed project or key
activity off your list and quickly moving onto the next, take time to celebrate
it with yourself and with other special people in your life. This can be as
simple as taking a moment to go inside yourself and acknowledging the work
you’ve done and feeling good about what you’ve accomplished. It could be
treating yourself to a massage, bubble bath or pedicure or going out for a
special dinner with a friend or partner.
I invite you to commit to integrating two or three of the above strategies into your life starting tomorrow. If you would like to learn more about how to stay happy, healthy and grounded while being successful in life and business check out my book Learning to Dance with Life – www.amazon.com/dp/B0145ZGDO2 – which is backed up by evidence from neuroscience, eastern psychology and the health-promoting and healing benefits of the arts.
I welcome your
experiences and comments below. What strategies have you found successful in
reducing work-related stress?
Since I launched my weekly internet radio talk show – The Art of Change – http://boldbravemedia.com/shows/the-art-of-change/,
a number of people have asked me about my lessons from doing it, so I’ve
decided to write a post on just that.
Here are some key lessons I’ve learned:
- Get clear on your WHY – e.g. in terms of my show to showcase inspiring women leaders and changemakers who other women could learn from and be inspired by; to create a safe space for aspiring women leaders and changemakers to listen, learn and phone in weekly with questions.
- Identify your WHO for the show – i.e. your primary target audience; which for me is “aspiring women leaders and changemakers”. That said, my show is also relevant for men and women of a variety of ages and backgrounds.
- If signing a contract (e.g. with an internet
radio provider/media outlet) clarify
when and how the sponsorship benefits kick in
how the station will be promoting you – e.g. on which social media platforms
and how often?
- Plan your
show well in advance; e.g. at least 6 weeks out
- Reach out
to people you know, like and trust
to be on the show. Select them from your own network, invite others to
recommend folks to you, look for people on LinkedIn who you think might be a
good fit, connect with them and plan a call via Skype or zoom to make the final
decision and to plan the show.
- When inviting people for the show give them a tentative date to be on your
your expectations of guests well in advance and reinforce them close to the
all of your shows so you have them to repurpose at a later date; e.g.
perhaps for your website.
interviewing guests, be totally present and be conscious of what value you can
add to their responses.
- Have fun!
(and set that as intention with your guests)
I welcome your
comments and experiences below.
Our beliefs influence our
perceptions (how we see the world), and our behaviors. Dr. Bruce Lipton’s work,
a stem cell biologist and author of The
Biology of Belief,
provides strong evidence that we can change the character of our lives by
changing our beliefs. How powerful and empowering is that!
As a leader you have the power
to choose what you believe and the ability to influence others in your
organization, the groups you belong to, and in your families.
It is important to be aware of
our core beliefs and to consistently walk our talk so people feel safe, trust
us and are aware of what is expected of them. I will share some of my core
beliefs from leading and managing in a variety of organizations and cultures for
the past three decades, with the hope that you may connect with them and also
gain some clarity on the core beliefs that guide you as a leader.
- We are all interconnected.
You may have heard that when a
butterfly flaps its wings in the Amazon, two years later it can result in a
tornado in Kansas. The butterfly effect
has demonstrated that a small change in one area can result in powerful future
outcomes in another. If you as a leader believe in an organizational culture
that focuses on people, understanding and collaboration, you have the power to
shape and change the organization based on how you treat and respond to people
and challenging situations daily. How you communicate with others has an impact
throughout the organization and beyond. We all have heard about the
disheartened employee who has gone home and kicked his dog or beaten his wife.
I invite you to “try out” this
belief and have it in the forefront of your mind when you interact and
communicate with others on a daily basis in your workplace, community, and
family. Notice how this affects your interactions, the organizational morale
- We are all the same. We
all want to be respected, valued, to feel safe, secure and to belong.
When living and working in
Afghanistan eight years ago, I was sitting in the rose garden of the Ministry
of Public Health eating lunch with one of my female Afghan colleagues when
there was a powerful explosion. Within seconds of the huge blast, my Muslim
colleague was phoning each of her family members to ensure that they were all
safe. I think most of us would have done the same. We all value family and care
about those close to us. The explosion was from a number of suicide bombers
entering the military hospital across the road. The result was the senseless
deaths of a number of Afghan patients and their families, and medical students.
I have enjoyed managing and
consulting in a number of culturally diverse and uncertain environments, and
believe my effectiveness has been largely due to the belief that we are all
the same. When you view everyone through the lens of that belief, you are
able to connect with them, and work effectively whether or not you speak their
language or have the same cultural background or religion. In Afghanistan using
participatory processes, I was able to collaboratively develop/co-create the
first strategic plan with the Ministry of Public Health, and have it pass
through all the policy layers and be signed off by the Minister within 9
I invite you to experiment
tomorrow and try throughout your day to view everyone you see through the lens
and belief that “we are all the same”, whether it be a homeless person, a
colleague you have a tense relationship with, or a family member you have
difficulties relating to. Try this and notice what you notice.
- Nature connects me with my soul.
Did you know that when you walk
in forests, it reduces your blood pressure, reduces your heart rate and
increases the number of natural killer cells your body produces (i.e.
strengthens your immune system)? Based on longitudinal research, the Japanese have
institutionalized forest bathing or forest therapy. In their highly
competitive culture, they encourage and support people to regularly visit
centers in forests throughout Japan to forest bathe, and they continue to
collect powerful longitudinal data on its valuable effects.
I encourage you to spend time in
nature for 30 minutes or more at least 3 times a week. When I spend time in
nature I feel relaxed, energized, happy and free. My stress is reduced (if I’m
having a particularly stressful day). If as leaders we are committed to
spending regular time in nature, do you think it would positively impact our
- Life is an adventure to be lived to the
Based on this belief, I’ve led
an adventurous and full life so far [and hope to continue doing so!]. I’ve
lived and worked in the mountains of northern Colombia with peasant farmers in
the late 80s when Pablo Escobar was “running around” and the Medellin Cartel
was in full swing. I’ve lived and worked in Kabul, Afghanistan for 13 months
from October 2010 to November 2011 (a volatile and uncertain time), and managed
large multi-stakeholder projects in Pakistan and Nigeria where corruption is
rampant and violence can erupt at any time.
When I don’t have adventure in
my life I get restless and feel unfulfilled, and I either seek out adventure or
it serendipitously comes my way. Similarly, if contribution and making a
positive difference in the world is one of your core values and you work in an organization that is
“all about the money”, over time you will likely feel unhappy and unfulfilled.
This will affect your personal and your work life.
- Embracing change is a creative
process that opens me up to new possibilities.
These are times of massive
change and uncertainty. We have a choice to either embrace or to resist change.
When we view change as a threat and believe it is to be feared, this has
negative impacts on our bodies, our minds, our relationships, our organizations
and on our bottom lines. However, when we believe “embracing change is a
creative process that opens us up to new possibilities”, it has positive
impacts on our bodies, our minds, our relationships, our organizations and on
our bottom lines.
To learn more about this and proven strategies for embracing change, I invite you to download and read “The Art of Change Framework: A Guide to Embracing Personal and Organizational Change” from the homepage of https://pamela-thompson.com/).
beliefs guide and support you as a leader?
I welcome your thoughts and comments
 Lipton, B. H., The Biology of Belief – Unleashing the Power of Consciousness, Matter
& Miracles. New York City: Hay House, Inc.
Did you know that approximately 70% of organizational
change initiatives fail? Why is that?
According to my own work on
five continents and a cursory review of the literature, the main reason
organizational change initiatives fail is because they do not adequately address the people side of change.
What do I mean by the people side of
People are at the heart of
our organizations. They include everyone from the CEO, Senior Management Team,
Middle Managers, Team Leaders and Employees. They also include key stakeholders.
How do you address the people side of
CEO and Senior Management Team –The key ingredient here is for CEOs and their Senior
Management teams to be clear on why they
are initiating a change – be it a culture change, reorganization,
leadership change, new strategic plan … AND communicate that “why” clearly down through all layers of an
organization. That said it is not enough
to communicate the change, it is important for others in the organization
to take ownership of the change (more
about that later).
Another important aspect is
that a CEO and their Senior Management Team understand change and how they typically respond to it. Some key
questions to think about are: On a scale from 1 to 10, how do you typically
respond to change? One being “It scares
me to death” and 10 being “I thrive
on it”. My experience has been that most leaders rate themselves from 8 to
10. They tend to thrive on change. However, there may be others on their teams
who are 4s or 5s. If so, it is important to be aware of that, open up the
conversation, and discuss how those folks may be supported throughout the
When a CEO is open about
change, acknowledges that many of us fear change, provides opportunities for
their people to learn how to embrace change versus resist it and models
this behavior for others, it improves the chances of success of an
organizational change initiative.
How do you embrace versus resist change?
Based on more than 25 years of
consulting and coaching with individuals and organizations on 5 continents, I’ve designed a 5-step process called “The Art of
Change Framework” to support leaders and their organizations to embrace change.
It is underpinned by the belief that “embracing
change is a creative process that opens us up to new possibilities”. It is
also supported by evidence from neuroscience, eastern psychology and
This process is best implemented on the “front end” of an organizational change
initiative and lays the foundation for that initiative. It works best in an
experiential workshop(s) format where leaders and their teams have the
opportunity to learn about change together, explore how they respond to change
and why, and receive tools to support them as they move into a change process.
The Value Add? When people learn about change and how they respond to
it, that not only supports their engagement, motivation, productivity and
positivity in the workplace, it also improves their personal lives.
I’ve included an excerpt from
“The Art of Change Framework: A Guide to Personal and Organizational Change”
below to illustrate the differential impacts between embracing versus resisting
change (full document available at https://pamela-thompson.com/).
What happens in Ourselves, Our Relationships and Our Workplaces when We
Resist Change versus Embrace it?
|We view change as a threat ||We view change as an |
opportunity to learn and grow and as a creative process that opens us up to new
Low in energy
The increased stress over time
negatively impacts our health; can
lead to chronic illness and
negatively affect our career paths
Over time we are more relaxed,
more flexible and open to creative
ideas. Our health may be positively impacted as we feel supported by
those around us and that we are
contributing to something greater than ourselves; may positively
impact our career paths
|In our interactions with others we:|
Are not totally present
May be argumentative
|In our interactions with others we:|
Seek to understand and support
We feel alone,
victimized and that others don’t
Characterized by increased understanding, creativity and compassion
We feel part of something and
|Increased conflict – |
“us” versus “them”
Increased illness and absenteeism
Negative impact on the bottom line
collaboration and synergy
Creativity and Innovation
Positive impact on the bottom line
As leaders of teams,
organizations or community groups, it is essential that you understand change
and how you respond to it and also understand your team members and how they
typically respond to change. By engaging in facilitated experiential workshops
on the Art of Change, the
understanding among team members will increase and resistance toward a change
process, be it a reorganization, new leadership, new project or new strategic
plan, will decrease.
Providing Opportunities for people from various layers of the organization to input into the change process such as answering the question: How will the change affect me? And How can we as a team best support and positively contribute to the change initiative? AND the leadership taking those responses into consideration, is important. This includes input from key stakeholders which may be obtained through telephone interviews, focus groups, facilitated workshops … . Providing opportunities for people to input into the change process not only may provide interesting suggestions and perspectives, it will also build ownership for the change. People by nature, want to be respected, valued and feel like they belong; and enabling them to input into a change process supports these basic needs.
My experience has been that
when we provide the opportunity for people at various levels to input into a
change process, they often contribute ideas and suggestions that senior
management is not aware of/cannot see from their organizational vantage point.
In a recent episode of “The Art of Change” radio talk show, my guest, Shelley Gilberg, partner in PricewaterhouseCoopers, and experienced organizational change expert, noted that one reason many change initiatives fail is because “we cut off support too early to sustain change initiatives” – For more details check out: https://www.spreaker.com/user/bbm_global_network/the-art-of-change-show-9. Providing people at various layers of the organization the opportunity to receive training and support and instituting “check points” along the way for people to identify how they feel and why is important. This is also supported by Brene Brown’s interviews with a large sample of leaders from both public and private sector organizations.
There is strong evidence that
the reason why many organizational change initiatives fail is because they do
not adequately address the people side of change. When we provide opportunities
for people from various layers of an organization, as well as key stakeholders
to input into a change process, when the CEO and Senior Management Team are
clear on why they are initiating a new change and communicate that effectively
throughout an organization and model positive change behaviors, and when leaders
and their teams from various levels in an organization are provided the
opportunity in experiential workshops to learn about change and explore how
they respond to it, the chances of success of an organizational change
Learning and implementing the
5-step Art of Change Framework helps
you as a leader understand how you respond to change and is a tool to support
you and your team(s) to embrace it. In these challenging and uncertain times,
now more than ever, we need proven processes to support individuals and leaders
in communities, governments and organizations to create successful change
initiatives and through those efforts make a positive difference in the world.
In a recent episode of “The Art of Change” radio show that
focused on “The Entrepreneurial Journey” – http://boldbravemedia.com/shows/the-art-of-change/
– my guest, serial entrepreneur and Founder of the Westshore Women’s Business
Network, Deb Alcadinho, talked about grieving in relation to shutting down a
business; and she recalled one business in particular that was challenging to let
go of. On reflection, it struck me that in business we don’t usually talk about
and perhaps we need to.
In the third step of the Art of Change Framework, “letting go” is the work associated with the ending phase of a change or transition. According to organizational theorist William Bridge’s work, when we make a change it is important to do the internal psychological work, which he defines as the “transition”, in order to readjust and reorient ourselves to our new external reality. How often do we do this in life let alone in business?
I’ve launched four businesses since the early 1990s and realize that I didn’t take time to grieve any of them. When I no longer felt “juiced” by what I was doing, a new opportunity would present itself or I would think “What do I really want to do now?” and then think of who might be someone in that space to approach. Then, I would be off and running to the next project, or iteration of my business. I really didn’t take time between those changes to get in touch with my feelings or to process my emotions. So I’ve started on a journey to do that, and am openly sharing with you insights gleaned along my journey.
At this point in my life I am choosing to only do things that are fun and bring me joy. I’m noticing with my new “Art of Change” radio talk show that I’m energized, excited and having fun. I appreciate having a new focus in business and it aligns with my core values of contribution, adventure, connection and love of learning.
I’m also consciously filtering opportunities that come my
way through a new lens; that of will it
bring me joy and is it in alignment with my core values? Do I have space in my
life for this based on what else I’ve committed to?
I love the feeling of spaciousness I’m creating. I
consciously spend time in nature and notice when my body needs a “nature hit”.
I look forward to my bi-weekly Women’s Circle and include philanthropic
opportunities and a Women’s Business group in my schedule. I make time, more
and more, for friends, and continue to cherish special moments with my partner
and my family.
I feel like my priorities are shifting and with that a sense of no longer wanting to strive (which I thought I let go of years ago), but rather to thrive. To me that means awakening each day with a smile on my face and a song in my heart; feeling strong, healthy and flexible in body, mind and spirit; learning and growing through reading and courses; creating the program for my radio show; beginning to write a memoir; consciously tapping into and asking my heart and gut: What do I really want to do now? What will fill me up?
I consciously choose to let go of worrying about things I
cannot control and instead choose to focus on what I am grateful for and what I
In summary, how can we grieve in business? Here are a few helpful
- Take the time to tap into and express your feelings if you are shutting down a business or changing direction. Ask yourself – How do I feel about this? Relieved? Sad? Lighter? It’s helpful to journal about how you feel. If you have friends, colleagues or a loving partner, you may find it helpful to share your thoughts and emotions with them.
- Ask yourself: What is my experience with endings? Do you find them difficult? Do they cause you pain OR do you typically “Just get on with it” and not take the time to feel or process those emotions?
and acknowledge your accomplishments. This can include spending time
journaling about what they are, inviting clients and staff (and/or contractors)
to a party to celebrate the end of that business and how everyone has
contributed to it. It can be a small gathering of friends and colleagues who
respect and honor you; where they can share how much they value you, how you
supported them and you can also share your gratitude for them and how they
contributed to your business success.
on and write down the lessons learned from that business (i.e. what worked
well, what didn’t and then build on your strengths and learn from/shore up your
weaknesses moving forward).
a list of what you are choosing to let go of and consciously release those
emotions and beliefs from your body.
- Remember that grieving takes time. Give yourself that time to feel, heal and to rest.
regular time in nature. Being among trees reduces your heart rate, reduces
your blood pressure and increases the number of natural killer cells your body
produces (i.e. strengthens your immune system).
- Practice mindfulness (e.g. body scanning, mindfulness walking meditation, listen to guided meditations). These practices get you get “out of your head” and “into your body”.
I’d love to hear from
you about how you’ve grieved past businesses. Does this idea resonate with you?
I welcome your comments and suggestions below.
 “Grief is the conflicting feelings caused by the end of or change in a familiar pattern of behavior.” (source: https://www.griefrecoverymethod.com/blog/2013/06/best-grief-definition-you-will-find)
 For more on “The Art of Change Framework” refer to: https://pamela-thompson.com/fear-change-overcome/