Troublesome emotions like anxiety, depression, guilt, shame, anger, hurt, jealousy and envy can occur at different times in our lives. They can be associated with lots of different kinds of events. But sometimes they occur when most people would think there should be nothing to worry about. And they can be very difficult to deal with.
You need to be as specific and detailed as you can in the way you define the change. Starting with a clear and detailed description has a huge impact on how successful the change might be. If you don’t really know what you want, you can still find yourself very disappointed.
Facing reality, admitting there is a problem and taking responsibility for action will setup the conditions needed to make progress. They contribute to that first step to the personal change needed for career success, now, and in the future.
Do you find yourself giving out lots of your energy in support of others. But some people seem to take just a little too much – more than you can afford to give if you are going to stay fit for the task ahead. What can you do?
Kotter model of leading change – Step One is to create a sense of urgency. This is what it means.
Here are some ways to make sure the change in your organization is successful
If a services organisation doesn’t know enough about change to know that people, and the leadership of people, are at the heart of any change then we really do have a long way to go to spread the message!
Goals are the outcomes that you want from your change. Selecting them sounds very simple but there are thigns that you would be wise to avoid.
You need to identify what is most difficult for you about the change. This is important because it helps you get to the root of the problem and so you avoid spending too much time on the peripheral issues.
The UK public sector has changed quite a lot since I left. In terms of managing change, few lessons seem to have been learned and a good number seem to have been forgotten. My encounters with large private sector corporates, has led me to think they are not better or worse at handling people than those in the public sector. There seems to be a kind of corporate panic/frenzy around and that is the worst way to respond