๐๐ฐ๐ฐ๐ฅ ๐ฎ๐ฐ๐ณ๐ฏ๐ช๐ฏ๐จ, ๐๐ฐ๐ณ๐ฎ ๐บ๐ฐ๐ถ๐ณ ๐ฉ๐ฐ๐ฏ๐ฐ๐ณ
๐๐ฉ๐ฆ ๐ค๐ณ๐ฐ๐ธ๐ฏ ๐ธ๐ช๐ญ๐ญ ๐ฑ๐ญ๐ข๐ช๐ฏ๐ญ๐บ ๐ด๐ฉ๐ฐ๐ธ
๐๐ฉ๐ฆ ๐ฑ๐ณ๐ช๐ด๐ฐ๐ฏ๐ฆ๐ณ ๐ธ๐ฉ๐ฐ ๐ฏ๐ฐ๐ธ ๐ด๐ต๐ข๐ฏ๐ฅ๐ด ๐ฃ๐ฆ๐ง๐ฐ๐ณ๐ฆ ๐บ๐ฐ๐ถ
๐๐ข๐ด ๐ค๐ข๐ถ๐จ๐ฉ๐ต ๐ณ๐ฆ๐ฅ-๐ฉ๐ข๐ฏ๐ฅ๐ฆ๐ฅ ๐ด๐ฉ๐ฐ๐ธ๐ช๐ฏ๐จ ๐๐๐๐ก๐๐ฃ๐๐จ
๐๐ฉ๐ฐ๐ธ๐ช๐ฏ๐จ ๐๐๐๐ก๐๐ฃ๐๐จ ๐ฐ๐ง ๐ข๐ฏ ๐ข๐ญ๐ฎ๐ฐ๐ด๐ต ๐ฉ๐ถ๐ฎ๐ข๐ฏ ๐ฏ๐ข๐ต๐ถ๐ณ๐ฆ
๐๐ฉ๐ช๐ด ๐ธ๐ช๐ญ๐ญ ๐ฏ๐ฐ๐ต ๐ฅ๐ฐ
(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 ๐
How did you feel about the last change you experienced?
