Change is a constant in our lives, and our ability to adapt, manage, or lead it can be the key to our success. However, traditional change management strategies often focus on the broader organization and fall short in helping individuals effectively recognize their power to catalyze change. In this article, we will explore a new approach to organizational change management, drawing insights from Leaving Normal, a dynamic book by Dr. Keera Cleare-Godfrey. By examining the principles outlined in her book, we can discover valuable lessons for empowering people to take control and achieve business goals.
Embracing Change through Emotional Connection
Dr. Godfrey emphasizes the importance of individuals developing an emotional connection to their decisions about who we are and what we want. She states that once people agree to the problem and make a decision, an emotional connection is the driving force behind their commitment to protect and execute their choices. She observes that when we connect deeply with our decisions, we are more likely to take the necessary steps to bring them to fruition.
Organizational change management often focuses on rational aspects like processes and procedures while neglecting the emotional side of change. To improve individual change management strategies, we must recognize the significance of emotions in the decision-making process. Dr. Godfrey contends that leaders and change agents should foster an environment where individuals can form emotional bonds with the changes being introduced. For example, long-term efforts to improve work performance is derived from a personal conviction and obligation to perform quality work.
Guarding the Gates of Our Mindset
Dr. Godfrey highlights the idea of “guarding the gates” of our minds, which include what we see, hear, and say. These gates play a critical role in shaping our thoughts and actions. To adapt to change successfully, we must pay attention to the employee experience and interactions with management teams.
In organizational change management, the focus is often on performance outcomes with little consideration to the impact of employee engagements and their mindset and behaviors. To address this shortcoming, organizations should provide resources and support for individuals to nurture their mental gates and experience that drive performance or lack thereof. This includes offering positive reinforcement, motivational materials, and tools to foster a growth mindset.
Assessing Where You Are
Dr. Godfrey suggests the importance of leaders to assess the current state of individual feelings and mindsets before embarking on a major transformation journey. This assessment helps individuals understand their starting point and how far they are from their destination. It also enables them to identify potential gaps in their knowledge and resources.
In organizational change management, organizations tend to overlook the significance of this initial assessment. Many businesses often jump into change initiatives without a clear understanding of their current state, leading to confusion and resistance among employees. To improve change management, business leaders should encourage thorough assessments of current situations before implementing any changes.
Areas of Assessment
Dr. Godfrey introduces seven essential areas to assess when determining where you are in your personal journey. These areas include genetics, financial health, emotional intelligence, spiritual health, relationships, behavior, and historical perspective. Evaluating these aspects provides a holistic view of one’s current state and informs decisions about where to go next.
In organizational change management, organizations often limit their assessment to a narrow set of metrics, such as financial performance or process efficiency. Expanding the assessment to include the broader spectrum of personal and organizational aspects can lead to more comprehensive and effective change strategies.
Uncovering Your Superpower
Dr. Godfrey encourages individuals to discover their unique strengths or “superpowers.” These are the qualities or abilities that come naturally and effortlessly, making a significant impact on others. Recognizing and leveraging one’s superpower can boost self-confidence and contribute to personal and professional growth.
During organizational change, it is important of harness individual strengths and talents. Instead, it may focus on addressing weaknesses or standardizing processes. To enhance change efforts, organizations should help employees identify and apply their superpowers to achieve collective goals.
Building a Roadmap for Change
Dr. Godfrey emphasizes the need for a clear roadmap when pursuing personal transformation. This roadmap includes working from the inside out, improving communication skills, connecting with mentors, building positive relationships, embracing authenticity, controlling thoughts, and establishing new routines. These steps provide a structured approach to achieving one’s goals. To enhance change initiatives, organizations should develop and communicate a clear plan that includes these key elements.
Taking Action
In her book, Dr. Godfrey underscores the importance of taking action promptly and consistently. It advises individuals to strike while the iron is hot and to keep moving forward, even when facing challenges or obstacles. This proactive approach ensures progress and momentum toward the desired goals.
Resistance and complacency can hinder progress. To overcome these obstacles, organizations should encourage and support proactive actions among employees, providing the necessary resources and incentives.
Adapting to change is a fundamental aspect of personal and organizational growth. Integrating the principles outlined in Dr. Godfrey’s insights into our change management strategies can enhance our ability to navigate change successfully. Recognizing the significance of emotional connection, mindset, assessment, superpowers, roadmaps, and proactive action can empower individuals to become unapologetic trailblazers on our journey to success.
