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Hello!

Well I bet you are wondering what the heck the state of my transport has to do with organisational change!

Well, last week it was snowy and fairly poor driving conditions but my car had been booked in for its MOT and service so I was going no matter what. The garage ususally give me a lift back home so I didn’t think to take my purse. As luck would have it they didn’t have enough workers (due to snow) to give me a ride home so I set off walking back.. more miles than I like to think of!

I started to reflect as I was sliding and walking along the frozen pathways, about transition and change. How my walk was reflecting this in many ways

Anxiety at the start of the change journey is normal –  at the start of the walk I did feel anxious about the journey, given the snow had started to come down heavier, I was worried about falling. I wondered what changes I would have to make to my route and how they would affect me. I looked to other people around me, they seemed to be managing, but maybe they had more insight and ability than me. I had lots of worries about the potential impact on me. This is the same for people during change, worry about the impact on individuals, and on those around them that they care about, this is normal. Sometimes this is seen as resistance or non engagement in organisations.. food for thought..?

Interim targets and processes are essential during the change journey – as I deliver training on resilience during organisational change to people all over the country. The biggest thing people talk to me about is not knowing what the end point will look like; working systems and processes constantly changing, doing things one way one week and then they are changed again the week after, causing frustration and disengagement. Giving people a ‘marker in the sand’ especially when the final outcome is unclear, is essential for people to feel safe and valued whilst the organisation around them is altering in shape. On my journey I had mental markers; landmarks along the way to help me keep moving forward. These helped to keep me focussed on the job in hand. Presenteeism is a major issue in organisations currently, perhaps costing more than absenteeism. Being clear about interim organisational systems and processes and why they are being developed, help keep people focussed.

I was lucky, I knew the end point on my walk was home, I knew where I was heading and the possible routes to get me there. People in large organisations are not that lucky sometimes. My journey was tricky and there were a few changes of direction due to snow. When people are unsure of the route, or are not sure that the route being taken is the right one. Managers and leaders need to be acutely aware of the psychological aspects of this. Having a transition plan, as well as a change plan is crucial. People make organisational change work or not. That’s why taking care of what people care about, is paramount.

I have developed a five stage transition plan for organisations which deals with psychology of transition and what leaders and managers can do to help. find it on my website at http://www.cmcconsulting.org. in the published articles section, it is called Navigating The Journey. Which is what my walk home was really all about

I got home eventually, refreshed, if a little tired, from my walk. Although at first I wouldn’t have chosen to walk it ended up very well. Which can also be a little like organisational change!

best wishes from Snowy Leeds!

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Hello. Isn’t this weather fabulous? I just wanted to write a post today about how a young woman increased her influence over something that really concerned her at work.

When I deliver my training programmes I meet many people who say ‘I dont have any influence over the organisational changes, I am a small cog in a big wheel’ stuff like that.. Feeling we have no power or no kind of influence at all can be a very disempowering place, we can feel swept along, no choice..

A young woman  on one of my programmes said that she was really worried about where she would be working given all the changes in the organisation; she explained that she could be based where she was now, or moved to another location across the city. The latter would mean real difficulty for her as she had two small children and child care was going to be a problem financially if she had to travel. She said that she spent about 80% of her time at work and home worrying about this, she felt powerless, no choice..no ‘voice’

We did a small exercise during the programme, where people drew two circles one inside the other, the inner circle is labelled ‘circle of influence’ and the outer one labelled ‘circle of concern’. The inner circle represents all those things over which you have direct influence, the outer, the things that concern you but you have limited or no influence over them.

In her outer circle she put ‘work place’, it certainly concerned her if she was spending 80% of her mental energy thinking about it!! In her circle of influence she put things like, ‘how I think’, ‘how I feel’ etc.

Through a series of short questions she asked herself what could she do to bring  something of her work place concern into her circle of influence, at first she said ‘absolutely nothing, its not up to me where I work, I will be moved along with others, depending on where the managers end up moving to, I can’t bring anything into my circle of influence because I am just a small part of the bigger team’

Suddenly she realised, by asking herself a few more specially designed questions, that she could influence something: she could inform herself better about the moving process, she could speak to her manager about the potential difficulties, she could find out more about local child care, she could talk to her parents….suddenly her circle of influence was growing!

You see, oftentimes, we keep ourselves in a place of fear by what we are thinking or saying to ourselves. This young woman was repeatedly telling herself she had no power, no choice and subsequently this prevented her for taking some relatively simple steps to inform herself  and to prepare herself more with knowledge about the process and her options. Fear is a strange thing, it can paralyse our thinking processes and stop us seeing what we could do to alter our perceptions.

Her circle of influence started to grow as she took charge of her thinking, she may not be in a position to influence where she would work, but she didn’t know that for sure, however she WAS in a position to influence her state of mind about the move and her choices.

As your circle of influence grows you feel better about the situation. If you would like more information on the questions or the process please dont hesitate to email me and I will send you the info.

best wishes, stay strong..until next time…

web: www.cmcconsulting.org email: christine@cmcconsulting.org

 

Hello and welcome back to my blog for managing yourself through organisational change

Have you heard the phrase ‘Don’t hide you light under a bushel’ .. well what this means to me is let your skills and talents shine through, If you have not yet read Marianne Williamsons reflections on this click here http://skdesigns.com/internet/articles/quotes/williamson/our_deepest_fear/

It’s interesting that as I travel up and down the country coaching people, I have noticed that fab people doing amazing work, with plentiful skills and talents, find it very difficult to articulate what those skills and talents are. They ‘forget’ somehow and struggle to find the right words. This gets even more lost in the disruption that organisational chnage can bring.

The inner conversations we have with ourselves are the most important ones we ever have. They form how we feel about ourselves and subsequently how we present ourselves to the outside world. If our inner conversations are for example negative; ‘I dont know what I am good at anymore’ or ‘my manager doesn’t appreciate my skills’, then we need to go to work on setting a more positive inner conversation straight away!

How do you do that? We have usually been brought up to think that we are ‘bragging’ or ‘over confident’  if we talk about what we are good at. We can even feel acutely embarrassed if people give us compliments, worst still we don’t hear the compliments, we dismiss them as background noise and miss the opporunity to allow those compliments to filter into our inner discussions.

Are you up for a challenge? First write down all the things you are really good at. Make a long list, not just work skills, write down your personal skills, the talents you have, the abilities you possess outside as well as in work. As you write think of how you know you are good at those things, think of specific times that reminded you of your talents. smile to yourself as you realise how much of this ‘stuff’ you had forgotten. If you are struggling; ask a trusted colleague or family member to help you make the list as long as possible.

NEXT for the next 28 days, notice when your inner conversations are negative, realise how much negative chatter goes on inside you. as soon as you recognise your inner negative chatter, physically stop for a second, tell yourself this isnt helping you or anyone around you, and then think of at least two things you are really good at on your list, remember the examples you gave yourself. Visualise the list if you haven’t got it with you. Then tell say this to yourself  ‘I can change things and I can change myself’

Don’t get me wrong..this isnt easy!, if it was, we would all do it in a flash! And coaches, motivational speakers, self development teachers etc would all be out of work!..

It isn’t easy BUT it is do-able, with practice, with courage and with determination to move forward. The reality is if your ‘light’ is happy under the bushel, if you are happy where you are, and how your work life is going, then leave it there… that is not a problem. ALTHOUGH if you feel your ‘light’ is not being appreciated by anyone ask yourself this… how are you helping others appreciate it, and indeed are you doing all you can to appreciate it yourself?..

Best wishes and good luck…For more information on BOUNCE – increasing resilience and coping with organisational change, please visit my website www.cmcconsulting.org

Dont forget your life jacket!.

via Dont forget your life jacket!.

Hello! Happy Monday!

The analogy I use about developing personal resilience during change at work is; its like standing up in a rocky boat on the water. To maintain balance, you need to relax and bend your knees so you can roll with the ripples and waves. The other thing that will help you relax more is if you have a life jacket on. Knowing that if a big wave comes and you get knocked out of the boat, you will be able to stay afloat.

Your life jacket in this context is made up of your skills, knowledge, talents, and the positive thoughts and conversations you have with yourself about your ability to handle change. The conversations you have with yourself are the MOST important conversations you ever have, because they form the basis of your attitudes, approaches and beliefs about yourself.

Over the next few weeks I will give you hints and tips on how to develop your life jacket into a robust change management floatation device. Change at work can be tough, its how we..you.. handle it that will make all the difference.

During change at work,I have noticed that great people forget what they are brilliant at, and what they bring to their organisations. I say forget because it seems to be a gradual alteration of the inner conversations they have with themselves.

Action is the essence of moving forward during change.. Try this action as a starter for ten…Get a piece of paper, A4 size will do, and start to write out everything you are good at, everything you have been told are your strengths and talents, everything you know you do really well. Also write down the things you have done at work or home that have made you proud of yourself. Keep writing and when you think your list is done… write at least three more things that you are good at.. Look at the list and really appreciate how much there is on it!

Its time to remember… you may find yourself very pleasantly surprised at your list.

See you next week… Stay strong!

Best wishes, Christine

For further information on the organisational change and coaching programmes I have developed, and to download a free communications e-book please visit www.cmcconsulting.org

Hello everyone

This is my new blog specifically created to help those people undergoing changes at work. There is so much change now, redundancy, redeployment and re-organisation. It is everywhere.

I am on a mission! a mission to help people in as many different organisations as possible, to develop and maintain effective resilience levels depsite the changes going on at work. How? I have designed unique training and coaching programmes based on research into human resilience, research into why transition is different to change, and should therefore be managed differently and I overlay all this with powerful personal change techniques.

I work on change from the outside-in! I my blog I will give you helpful hints and tips wether you are a manager of a team, a chief executive or a team member. sign up now for updates and a free newsletter

For more details and a free communication e-book please visit my website at www.cmcconsulting.org

see you soon!