With a pandemic raging, co-mingled with economic and political fallout, we can feel consumed by many things. Shifting focus to “better organizations” or “agility” or “work connections” can feel out of place.
Many of our biggest ideas are on hold.
As we look for safe harbor – ways to navigate the chaos – connecting with others may be the best path to maintain our sanity, if not to survive.
Most of us are grappling with anxiety, so it’s probably not the best time for slick formulas, infographics or top-10 lists. Most of us, instead, are looking for reassurance. For me, it’s a time to double-down on what’s most important: relationships. It’s about strengthening ties with the people in our circle: family, friends, and co-workers. We need the extra support, and so do they. And we can expand our chances for sharing ideas/concerns, solving problems in creative, if not tactical ways. And we establish a healthier starting-point that we’ll all need when we emerge into a post-pandemic workplace.
Ultimately, it’s a practical approach. First ask: “How are you doing?” and after listening closely, and weighing some possibilities, ask: “How can I help?”
No silver bullets. But an opportunity to get to a better place, together.
More to come in 2021, as our many conversations start to come back into focus. Meantime, stay safe. And let’s make plans to talk soon.
Most of us have been part of transformational change at some point in our careers. Sometimes we were part of the change, and sometimes it happened to us. But no matter the scenario, one thing is clear: high-stakes change can be traumatic and painful.
The back story of course is rooted deeply in human nature, where major change is in conflict with our instinctual goals of survival.
Reference Maslow or Kotter, and you’ll see the same answer: people don’t like change. Large groups of people .. like any modern organization .. will fight you to the death to prevent it.
21st century factors emphasize new dynamics, of course. We must be more fluid in our processes, nimble in our reaction to the market, more open when it comes to new ideas that don’t line up with our own. Change is an every day thing. Major change will come at us more often.
What’s a leader to do?
Let’s discuss some of the major factors that contribute to lasting transformative change.
Q1. Transformation often elicts fear of survival. How should this be addressed?
Q2. Can high-order needs like belonging sustain engagement when lower-level needs like security are threatened?
Q3. Pace of change is both enemy and ally. What dynamics shed light on the optimal target momentum?
Q4. What anchors are most effective when it comes to solidifying gains?
Q5. Can leaders ensure change will last, or is out of their control?
We hope you’ll join us MON 3/28 at 10pm EDT, as we take on these interesting and important topics. As always, we plan for a lively conversation. See you there!
BACK SOON. The #orgdna #globalchat is still on hiatus, but we still have our eye on 3rd or 4th Saturdays. The chat runs 2-hrs to accommodate global time zones. Join our dialog on the learning org and the #futureofwork. Stay tuned.
WATCH FOR OUR POSSIBILITY SERIES: Finding Focus, new insights on Intentional Collaboration
THE DNA OF COLLABORATION – Unlocking the Potential of 21st Century Teams (2012). Why do teams fail? Working to solve problems in a group is hard, much harder than it sounds. This book explores the critical flow of insight in the modern Learning Organization, challenging leaders to rethink the potential of what an empowered, well-balanced team can discover.