The F-word in Change

๐˜Ž๐˜ฐ๐˜ฐ๐˜ฅ ๐˜ฎ๐˜ฐ๐˜ณ๐˜ฏ๐˜ช๐˜ฏ๐˜จ, ๐˜ž๐˜ฐ๐˜ณ๐˜ฎ ๐˜บ๐˜ฐ๐˜ถ๐˜ณ ๐˜ฉ๐˜ฐ๐˜ฏ๐˜ฐ๐˜ณ
๐˜›๐˜ฉ๐˜ฆ ๐˜ค๐˜ณ๐˜ฐ๐˜ธ๐˜ฏ ๐˜ธ๐˜ช๐˜ญ๐˜ญ ๐˜ฑ๐˜ญ๐˜ข๐˜ช๐˜ฏ๐˜ญ๐˜บ ๐˜ด๐˜ฉ๐˜ฐ๐˜ธ
๐˜›๐˜ฉ๐˜ฆ ๐˜ฑ๐˜ณ๐˜ช๐˜ด๐˜ฐ๐˜ฏ๐˜ฆ๐˜ณ ๐˜ธ๐˜ฉ๐˜ฐ ๐˜ฏ๐˜ฐ๐˜ธ ๐˜ด๐˜ต๐˜ข๐˜ฏ๐˜ฅ๐˜ด ๐˜ฃ๐˜ฆ๐˜ง๐˜ฐ๐˜ณ๐˜ฆ ๐˜บ๐˜ฐ๐˜ถ
๐˜ž๐˜ข๐˜ด ๐˜ค๐˜ข๐˜ถ๐˜จ๐˜ฉ๐˜ต ๐˜ณ๐˜ฆ๐˜ฅ-๐˜ฉ๐˜ข๐˜ฏ๐˜ฅ๐˜ฆ๐˜ฅ ๐˜ด๐˜ฉ๐˜ฐ๐˜ธ๐˜ช๐˜ฏ๐˜จ ๐™›๐™š๐™š๐™ก๐™ž๐™ฃ๐™œ๐™จ
๐˜š๐˜ฉ๐˜ฐ๐˜ธ๐˜ช๐˜ฏ๐˜จ ๐™›๐™š๐™š๐™ก๐™ž๐™ฃ๐™œ๐™จ ๐˜ฐ๐˜ง ๐˜ข๐˜ฏ ๐˜ข๐˜ญ๐˜ฎ๐˜ฐ๐˜ด๐˜ต ๐˜ฉ๐˜ถ๐˜ฎ๐˜ข๐˜ฏ ๐˜ฏ๐˜ข๐˜ต๐˜ถ๐˜ณ๐˜ฆ
๐˜›๐˜ฉ๐˜ช๐˜ด ๐˜ธ๐˜ช๐˜ญ๐˜ญ ๐˜ฏ๐˜ฐ๐˜ต ๐˜ฅ๐˜ฐ

(Pink Floyd, “The Trial”)

Atย #acmpconnect, Lotty Robertsย spoke about the importance of recognizing feelings during change – making a deliberate effort to consider both the positive and negative feelings. She uses her Change Culture Canvas for that.

This could add another to-do on an already long list for organizations undergoing change, but it’s an important one. It ties into my focus on the uncertainty that change brings about (commonly seen as “resistance” – see my earlier posts).

By at least remembering to discuss feelings as part of the preparation for change, we will do ourselves a favour.

For some organizations, it makes sense to do a full mapping and canvas, for others just having the talk will make a positive difference.

If we pretend feelings have no say in change, then we’re the other f-word ๐Ÿ˜‰

How did you feel about the last change you experienced?

Del:

Flere tanker

Vรฆlg vรฆrktรธj med omhu!

Det er ikke alle forandringer, der skal kรธres i hus med den fulde palette af forhรฅndenvรฆrende koncepter, modeller og forandringsteorier. Nogle gange har I brug

“Be gone!”

Those are the words of Betty from Bruderheim. Expressed when she faces change in her workday. Fortunately, Betty is fictional. She’s a persona, developed to