One of my former supervisors told me that “the only thing constant is change.” I’m pretty sure he intended to be ironic, but his comment is a good reminder for leaders: change is inevitable. No matter how hard you try to keep everything the same, eventually some things will change. But not all change is bad, right? Sometimes, change is a good thing. As leaders, we can pretty easily get behind (or even lead the charge for) changes we believe in or support. But what about the ones we don’t agree with?
A common struggle for front-line (and sometimes mid-level) leaders is implementing and selling changes that you either do not fully understand or agree with. If it has not happened to you yet, consider yourself lucky. You will eventually face a change that you don't like and have no choice but to accept. In these moments, your attitude toward the situation can make a huge difference in both your personal satisfaction level and in your ability to invite others to embrace the change as well.
Let’s look at two people who took different perspectives in the face of this situation. Learn how their focus and approach affected both them and the people they lead.
Alex: Dwelling on What He Does Not Like
Alex was an ambitious software developer, several years into his tenure with a reputable tech company. He was recently promoted to a lead developer position overseeing a four-person development team. Fueled by his passion for technology, he did good work and cultivated strong relationships with his team members. Everything was going well until the company announced a major restructuring. His team’s current projects were being put on hold so they could shift their focus to completely different projects. He had no interest in the new projects, and he knew his team would feel the same way.
Alex was deeply disappointed and frustrated by the changes, and he had no issue sharing these feelings with his colleagues. He detested the idea of working on the new projects, calling the changes unwise and short-sighted. and how. As his negativity increased, his performance at work also started to suffer. He felt stuck and unhappy personally, and his team started to feel the same way.
Sarah: Focusing on How to Get It Done
Sarah faced a similar situation as Alex. She led a team in the marketing department of the same company, and she too was affected by the restructuring. At first, she felt a sense of anxiety about the changes, but decided to approach it differently. Instead of fixating on what she didn't like, Sarah focused on how she could navigate the transition effectively.
Sarah began by comparing the new projects to her team’s current projects. Similarities between projects would reassure her team with a sense of familiarity. By doing her homework, she could present any differences or new challenges as opportunities for growth and discovery. When a new project meant collaborating with a new team, Sarah took the initiative to meet with those team leaders to build connections and understanding. Clear communication was crucial to navigating the change successfully, she emphasized maintaining an open dialogue with her managers. A forum to safely express concerns and suggest ways to improve the outcome of the restructuring effort. In short, Sarah focused on how to successfully navigate the change, not dwell on her fear or frustration about it.
How Their Focus Affected Their Satisfaction
Over time, a noticeable difference emerged between Alex and Sarah's experiences and with the results of their respective teams. Alex's focus on what he didn't like drained his energy and clouded his perspective. His productivity dwindled, and he started to feel isolated at work. The situation only worsened as he remained resentful and resistant. His team picked up on his negative focus, and they went down the same path. Their energy, focus, and productivity suffered. Some were openly looking for jobs elsewhere, rather than focusing on the projects they needed to complete.
In contrast, Sarah's focus on successfully navigating the mandated changes made a significant difference for both her and her team. By immersing herself in the process and seeking solutions, she reduced her anxiety and became upbeat about the impending changes. Sure, she still had some reservations and concerns. But she channeled that energy into developing new solutions to the challenges with her team, rather than lamenting them. The deeper they dug into the new projects, the more they discovered new aspects that piqued their interests. New interests opened new opportunities to gain new experiences and skills, fueling their enthusiasm to achieve and accomplish more. And her superiors took notice. Their recognition of the team’s effort and results strengthened the confidence and job satisfaction of Sarah and her team.
The Takeaway: Embrace Change by Shifting Your Focus
Embracing change is never easy, especially when it involves doing things you don't want to do. The way you approach a change, though, plays a vital role in shaping your experience and outcomes. Here are four things you can do to improve your personal experience and your team’s acceptance of an unfavorable change.
- Acknowledge Feelings. Embracing change is far more emotional than factual. Successful navigation of a change requires the ability to safely recognize and process the emotions surrounding it. And not just for you, but for your team as well. It’s okay to acknowledge that you don’t initially like the change. Just don't get stuck in negativity. Use the emotional energy of dissatisfaction to…
- Shift Your Perspective. Instead of dwelling on what you don't like, focus on how to make the best of the situation. Find the opportunities that the change may present and explore them with an open mind. Engage your team members in conversations focusing on HOW to implement the change rather than WHAT you don’t like. With that shift in focus, you can…
- Take Initiative. Take control of the situation by actively seeking information and engaging with the tasks needed to move the change forward. When you have concerns or reservations, suggest solutions or improvements rather than complain about the situation. When you focus on the future, action, and progress, you can…
- Stay Positive and Adaptable. Cultivate a positive attitude and remain adaptable. Remember that change often brings growth and new experiences that can lead to unexpected opportunities.
In the end, change is a chance for growth. Focusing on how to get things done can lead you toward embracing change with greater ease and satisfaction. When you shift your perspective and tackle challenges head-on, you open yourself to possibilities. And, like Sarah, you will have more energy to help your team make the same decision.
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