ON THE FRONT LINES, 1.09

Change as a process, not an event

By Ruth Skeens, Curriculum Development Director

The feelings of the workforce are contained in the intangible, emotional pool of the environment. That pool can be negative if relationships are strained, if trust is low and/or if the environment is dull. If the emotional content of the pool is toxic, then energy for difficult tasks may be too low to accomplish them. 

These toxic pools of emotion can develop over years!  Have you ever encountered someone who becomes emotionally reactive to a situation only to discover they are really reacting to a similar incident/person from years ago?  When success is important, enriching the environment to clean the emotional pool can be critical to making breakthrough results.

Whether it is the economy or the new administration, we all seem headed for change in the year ahead.

To successfully navigate that change, we must remember that change is a process, not an event. This process view of change shows that successful "change making" relies on incorporating appropriate processes and tools. 

Our common reaction to change often falls into the “SARA” pattern of shock, anger, rejection and acceptance.  When feelings are expressed rather than suppressed (and/or acted upon in hostile ways), the change process is faster and more effective.  Emotions and the energy expressed through them cannot be solved - only processed!

Rapid Change tools such as 4 on the Floor, Check-in and Speaking Truth to Power are critical to processing emotional energy within groups in the workplace.  Employees who have the tools and developed skills in the use of  the Courage Scale, 40 Volts for 30 seconds, and Respectful Contrary go a long way individually and one-on-one to ensure a healthy emotional pool in the workplace environment regardless of the change at hand.