Latest
From Eric
Change is Emotional
Why do some leaders who lead a change in their organization ignore their people’s emotions?
It’s amazing the stories we tell ourselves
- This change was disrespectful.
- They don’t care about us.
- All they care about is money.
Two Reasons
1. It’s easier to skip over it. Our brains are wired to conserve energy, and allowing people to be fully self-expressed can be uncomfortable.
In a leader’s mind, this can be seen as a high level of perceived exertion and something that they think is not a priority.
2. Blind Spot of the Leader
It’s in their blind spot (emotional empathy), and since they have learned to hold back on their emotions for so many years, they assume others will naturally do the same. This can lead to a disconnect between leaders and their teams, potentially hindering the progress of organizational change.
When we don’t acknowledge our emotions or those of another person, they exist in the background.
It’s like trying to do your homework while watching an episode of Friends. Yes, some of you can do it, but it will take longer, and you will most likely miss something.
Two Choices: Ignore vs Acknowledge
Ignore: Pretend everything is good, assume folks are okay with the change and will implement it without any hiccups, and pretend to be shocked when you hear someone talking negatively. This comes from a high level of self-deception and positive ignorance.
What you resist persists.
Acknowledge: Create a space where people can voice their concerns and share openly. Often, people don’t want you to solve their problems; they want their voices to be heard. The more you can express your team’s concerns, the more effective you will be. This requires humility in listening and courage to lead the conversation and steer it back to the change.
A humble person is close to reality. A courageous person takes action without knowing if it will work out.
By Eric Papp