by PT-clc | Jan 12, 2020 | Changemaker, Embracing Change, LeadinginUncertainTimes, Women in Business
A new year holds promise and also brings with it
uncertainty.
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:
- Authenticity
– Acknowledging that you do not have all the answers or aren’t sure what to do.
- Flexibility
– Creating opportunities to reflect, and the ability to change direction during
a process that has an uncertain outcome (e.g. culture change process) .
- Emotional
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.
- Process
Understanding and Inclusive Orientation – Valuing a facilitated process
that encourages different voices to be heard and supports diversity.
- Openness
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
creative sides).
- Trust
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.
by PT-clc | Nov 12, 2019 | Changemaker, Dealing with Stress, Healthy Organizations, High Achieving Women, Leadership, Stress Management, Women in Business
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
and values.
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. ” [1]
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?
- Celebrate
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?
[1] https://www.who.int/mental_health/evidence/burn-out/en/
by PT-clc | Aug 8, 2019 | Change, Changemaker, Leadership, Organizational Change
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
change?
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
change?
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
change process.
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
organizational development.
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?
OURSELVES
|
Resist
|
Embrace
|
| 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
opportunities |
We feel:
Angry
Depleted
Low in energy
Victimized
The increased stress over time
negatively impacts our health; can
lead to chronic illness and
negatively affect our career paths | We feel:
Open
Excited
Energized
Nonjudgmental
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
Are judgmental
May be argumentative | In our interactions with others we:
Are present
Are mindful
Seek to understand and support
others |
OUR RELATIONSHIPS
|
Resist
|
Embrace
|
Strained
Reactive
Judgmental
Characterized by
increased conflict
We feel alone,
victimized and that others don’t
understand us | Open
Responsive
Curious
Characterized by increased understanding, creativity and compassion
We feel part of something and
supported |
OUR WORKPLACES
Increased conflict –
“us” versus “them”
mentality
Reduced morale
Reduced engagement
Little innovation
Increased illness and absenteeism
Negative impact on the bottom line |
Increased cooperation,
collaboration and synergy
Increased morale
Increased engagement
Creativity and Innovation
Reduced absenteeism
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.
In Summary
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
initiative increases.
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.
by PT-clc | May 24, 2019 | Change, Changemaker, Embracing Change, Entrepreneurship, Leadership, Women in Business
While vacationing in Mexico a
few months ago, I was lazing by the pool and decided to do some journaling. I
asked myself the question: What do I
really want in my life? Here are some of the answers that came to me:
- I want a new
project
- I want to
have fun
- I enjoy
interviewing
- I want to
make a positive difference in the world
- I would like
someone else to promote me.
Within several weeks of
returning home, I received a phone call from someone from an advertising and
promotional company out of New York specializing in internet radio broadcasting.
They have a global audience that surpasses 50 million listeners. The representative
said that his analytics department had found me on the web and they felt that
there was a niche that I could fill based on my background and experience. We
set up a time for him to give me the details. He said that the niche included
women entrepreneurs, leaders, women in business, high achieving women, and
those aspiring to be leaders and entrepreneurs.
I was then offered the opportunity to host my own weekly internet radio talk show. It was to be my show, my own intellectual property that would stream live on Bold Brave Media’s global network and Tunein Radio to start and would be archived on http://boldbravemedia.com/about-us/.
I was excited about the
possibilities so I signed a contract and embarked on a new adventure as an
internet radio talk show host! It’s been fun the last couple of months learning
about radio and being trained by the Head of Production, an amazing guy with 40
years of experience in the business. My home office now is a studio with a huge
microphone on a moveable arm, and some BIG headphones!
I’m excited to share that
“The Art of Change” radio show launches
June 5, 2019 and will be live weekly
on Wednesdays from 3 to 4 pm Pacific/6 to 7 pm Eastern. The first show will
lay the foundation for future shows and will focus on change, the impacts of
resisting versus embracing it, and will walk you through a practical process
and strategies to embrace change. In future shows, I will be interviewing
inspiring women leaders and changemakers from around the globe and asking them
questions about key changes they’ve made in their lives, key challenges faced and
their lessons learned. You will have the
opportunity to phone in to a 1-800# and ask questions.
The intention for the show is
to create an informative, safe and supportive space for women to tune in to
weekly and phone in (if they feel comfortable doing so) and get their questions
answered about change, leadership, entrepreneurship, creating a social movement
… .
I extend an invitation for you to listen to my first show on June 5th starting at 3 pm Pacific/6 pm Eastern and weekly thereafter at the same time. To access the show you can either download the Tuneinradio app on your phone (visit http://ww1.tuneinradio.com/ ) and listen there going to bbmglobalnetwork and then to the name of the show “The Art of Change”. You may also go directly to http://boldbravemedia.com/ at the scheduled time and click on the show on channel 100. If you’re unable to listen live, you may listen later or download the show from the boldbravemedia site under my name.
I’m excited to have you join me on this new adventure
and welcome your thoughts and suggestions of topics to cover, questions you’d
like answered and potential inspiring women leaders and changemakers to
interview. Please share your comments and suggestions below or email me.
It’s Pamela Thompson signing
off from “The Art of Change” radio show broadcasting live from bbmglobal
network and Tunein radio!
by PT-clc | May 2, 2019 | Change, Changemaker, Coping with Change, Managing Change
“Change is
loss; change is the gaining of something new.”
Last night I attended the screening of a documentary film
“Metamorphosis” by Canadian film makers Nova Ami and Velcrow Ripper[1].
It was an informative, energizing and beautiful experience.
The topic was Climate Change. Many films on this theme are all “gloom and
doom”. In contrast, this film reminded me of the resilience and beauty of
nature and of the importance of slowing down. It gave me hope and inspiration
that we do have a “window of time” to make a real difference in the health of
our planet.
We had an opportunity to meet and hear briefly from the film
makers about their purpose in making the film before it was shown.
The Documentary: Real
Life Experiences
Through the use of dramatic cinematography a number of real
life examples of the impacts of climate change were shared through the eyes of
people who are/were directly affected. This included:
- The drought in Southern California characterized by swaths of cracked and desolate land, which due to the diversion of natural aquifers for the irrigation of large cities such as Los Angeles, has changed green, thriving and water abundant areas, to desert. Data was shared including the fact that a typical lawn in Southern California requires 4 feet of water per year to stay healthy and alive and rainfall typically is 13 inches per year. The rest is made up for by irrigation.
- More frequent and powerful typhoons in the Philippines and Caribbean resulting in loss of life, the high loss of homes (needing to be rebuilt) and the uprooting of ancient trees.
- Higher water levels and more frequent flooding in Venice
- Devastating fires due to draught. The experience of driving through a burning forest to reach loved ones. One family’s experience of losing their home and how their entire town was decimated.
The Documentary: Innovative
Solutions
A number of innovative solutions were shared that are
currently being implemented in various parts of the world. They included:
- Garden Pools – and the “army” of folks trained to convert drained swimming pools into gardens and ecosystems which are similar to what exists in nature; symbiotic relationships where one organism is dependent on another; e.g. ducks, fish (fertilizer), water from rain and dew, facilitating the growing of a variety of fruits and vegetables.[2]
- Grid “Collective” – installing solar panels on roofs of homes in low income communities and training others to do this
- Sculptured Human Art – facilitating the growth of new coral reefs
- Garbage Art – to increase awareness of how much garbage we create as humans and using it to construct colorful and fun art pieces
- Earthships – using used tires, cans, bottles, solar panels as well as rain water capture to create self-sustaining homes that are “off the grid” [3]
Community Conversation:
Who was there and Why was it helpful?
After the screening, the film makers were joined at the
front of the room by an academic, and a local municipal councillor who is
advocating for “green” solutions, as well as a facilitator. The “floor” was
open for us all to share how the film impacted us, to ask questions and share
impressions.
It was interesting to hear the different perspectives of the
panelists and the audience. A safe environment was created that enabled people
to share what they liked about the film, what they might have liked more of,
and how it impacted them. There was also a discussion of change and loss and
how it is important to grieve the losses associated with climate change, as
well as other environmental and life changes.
As the documentary touched on the importance of us as
members of communities sharing our gifts and talents to create innovative
solutions, a couple of special things happened that surprised me. One woman
asked for permission and sang a beautiful song about Mother Earth. Another
openly shared her painful, yet valuable learning experience of moving through
grief related to what we as humans have done to the planet, and how the
experience affected her mind and body; and the realization that this is part of
the process of change.
Lessons about change
that I took away from the film
- The importance of slowing down and being
grateful for the beautiful world we have.
- Reminded me that many of us are stuck in
“psychic numbness”; on a constant treadmill of making money, so we can pay our
bills, buy bigger and bigger homes and cars and consume more and more “stuff”.
Being on this “hamster wheel” prevents us from reflecting on our beliefs and
behaviors, experiencing and moving through the fear, anxiety and uncertainty of
change, letting go of beliefs and behaviors that are no longer serving us and
moving toward creative solutions.
- The strength and resilience of the monarch
butterfly; how going through different phases from caterpillar, to chrysalis,
to beautiful butterfly and the 3000 or so miles each one flies each year, is
remarkable. The butterfly reminds us that change is normal and can lead to
increased strength, resilience and beauty.
- The human imagination and how creative we can be
to come up with solutions when we put our hearts and minds together toward a
common purpose.
- The importance of acknowledging that we all have
gifts and talents to share; uncovering and sharing those gifts to make a
positive difference.
- The need to forgive ourselves and others for the
harm we have done to our planet.
- The value of holding community conversations
around topics and engaging people from diverse backgrounds, cultures and
experiences to generate innovative solutions to “pressing” challenges.
- The power of the collective and community to support
change.
Parting Thoughts
Reflecting on last night’s experience and what I learned from the documentary, I began thinking about the importance of grieving all changes. I started thinking about how we might integrate video and film effectively into organizational change processes and to support social movements and societal changes we need in order to create a healthier world for us all. What are your thoughts?
I’d love to hear from
you. Have you used film and video to support change processes you’ve been a
part of? If so, where and how and what did you learn? I invite you to share
your comments below.
[1] View trailer here: https://vimeo.com/248189180
- [2] Symbiotic relationships are a special type of interaction between species. Sometimes beneficial, sometimes harmful, these relationships are essential to many organisms and ecosystems, and they provide a balance that can only be achieved by working together.” (Source: https://study.com/academy/lesson/symbiotic-relationship-definition-examples-quiz.html)
[3]
Wikipedia
description: “An Earthship
is a brand of passive solar earth
shelter that is made of both natural and upcycled
materials such as earth-packed tires, pioneered by architect Michael Reynolds.
An Earthship addresses six principles or
human needs:[1]
- Thermo-solar heating and cooling
- solar and wind electricity
- self-contained sewage treatment
- building with natural and recycled materials
- water harvesting and long term storage
- some internal food production capability.”
by PT-clc | Mar 14, 2019 | Beliefs & Values, Change, Changemaker
As a heart-centered leader and/or changemaker, it is important to support others within your team and/or organization to embrace change. This may be easier said than done. Here are a few “tried and true” strategies.
- Openly
discuss upcoming changes; (e.g. new leadership, reorganization) and ask
people to share how they are feeling about the changes
- Communicate about the changes and openly discuss how they may impact you and your team
- Ask how
people would like to be supported during the change process. I so relate to
Brene Brown’s work, the examples she shares in “Dare to Lead”, and the
importance of scheduling “rumbling sessions” during times of uncertainty and change.
For example;
“These changes are coming hard and fast, and I know there is a lot of anxiety … I want to spend the next forty-five minutes rumbling about how we’re all managing the changes” (p. 35).
- Encourage
those team members who are uncomfortable with change to start slowly and
integrate small changes into their daily routines (e.g. drive to work a
different way, when dressing if they usually put their right leg into their
pants first, start with their left leg, try sleeping on the other side of the
bed … . Change is like a muscle; the more
you welcome change into your life, the easier it becomes. Ariane
de Bonvoisin in “The First 30 Days – Your Guide to Making Any Change Easier”
identifies six “change demons” and their antidotes. The six change demons are:
fear, doubt, blame, guilt, shame and impatience. She explains that the change
demons “help us navigate through change by alerting us if we are off course and
encouraging us to choose a different emotion to help us get where we want to
go.” (To learn more visit: https://pamela-thompson.com/can-reduce-fear-change-power-beliefs/)
- View embracing change as a creative process that opens us up to new possibilities (a foundational belief of my “Art of Change Framework”- https://pamela-thompson.com/2017/10/), and speak with your team about the value of internalizing this belief.
- Use the
change process as an opportunity to be creative and innovative and create
space and opportunities for team members to share innovative ideas. William and
Susan Bridges in their book “Managing Transitions: Making the Most of Change”
share some excellent examples of this.
I’d love to hear from you what strategies you’ve found effective to support others in your groups, teams and organizations to embrace change. I welcome your comments and ideas below.
