Over the past six months, a friend of mine was sharing challenges in their role with me. As I heard more, I realised that they weren’t run of the mill challenges, but fundamental changes in the organisation. The challenge my friend faced was how to navigate these changes.
These situations will happen from time to time, it could be a new strategic direction, or new management that has a different leadership style. At first, you may feel the change has been placed upon you, with no consultation. Often I find that this is more about change was always coming, you just might have not seen it coming. Don’t get me wrong, it sucks. You may feel overlooked or blindsided by this new world. But reality is, you have choices in how you handle this.
Choice 1: Accept it and buckle in. This is about being at peace with the change, going with the flow and seeing it roll out. Here you may need to practice observing and listening, being a little guarded but showing positivity to the powers that be that you are on board.
Choice 2: Step onto the field with the team. How does the change impact you? What are you losing? What are you gaining? Talk to the person leading the change and share your thoughts. You may provide them with key information they hadn’t thought about (see my post on 5 Steps to plan for change), just do it in a professional, best for organisation approach. You are part of a team and bringing the team along for the change is important to them. If you are giving feedback, supporting them achieving their end game will be way better than just heaping manure on what they are doing. Think bigger picture, they may be under direction from the leadership. So if you just pick holes and be a naysayer that will spread up the chain quickly.
Choice 3: Resist, retaliate. My least favourite choice, and often the most subversive that still occurs, sometimes without conscious intent. If you’ve thought before about “why are they doing this to me?” you may not be considering the bigger picture for the organisation. This choice usually starts with little corridor chats, complaints and building allies in your way of thinking. Seeking out those colleagues that are also not happy about the new change. They make you feel empowered, but it is fleeting. As the change continues, you feel powerless and retaliation may start to creep in. I guarantee you’ve seen this before in colleagues.
If you notice yourself behaving this way, STOP. You are only doing yourself a disservice by behaving at this level. It will provide instant gratification to have people on side, but in the long term it is toxic.
In my friend’s situation, Choice 3 was selected. Not only was there a period of 6 months of resistance and feeling powerless, that they ultimately retaliated by walking around like Mount Vesuvius and exploded. The trigger question “how are you, no, really, how are you?” small, but enough to result in a volcanic meltdown followed by a hasty resignation. No job to go to, and what do you think would be said in a future referee check?
So what is the best way? If the change is not bringing you happiness by pursuing Choices 1 or 2. Or you are seeing signs of Choice 3, plan an exit strategy (which I had encouraged by friend to do 4 months prior). There is no shame in being honest with your leader. You can explain that the change is impacting on your enjoyment of work and whilst you will keep giving 110%, it’s time to look for another opportunity. Either way, if you’ve made a decision to leave, telling them now or in a few weeks (which gives them less time to recruit) doesn’t make much difference in my view. It also lifts the pressure that would otherwise result in an explosion, again this is way better than allowing the lava to bubble up.
End note: My friend was able to secure a new role within 3 weeks of resigning, upon leaving the job, it took a few days and experiencing the “sads” to then sleeping better, feeling energised and now excited to be starting the new job later in September 2020. Hasn't looked back since.
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