In the previous blog, the first in a series of how to cement organisational change by building staff resilience, we saw that resilient people have significant advantages at work. This second blog explores the concepts further.
Fortunately staff can learn to be more resilient and thus make the transitions outlined below:
|Emotional impulsiveness||Emotional control|
|Little self insight||Self knowledge and insight|
|Blaming others||Accepting responsibility|
|Isolated||Connecting with others|
RESILIENCE AND ORGANISATIONAL CHANGE Gary Hamel, the well known strategist observed: “The world is becoming turbulent faster than organisations are becoming resilient.” People experiencing organisational change often experience a disruption of the status quo as uncomfortable and even threatening.
It’s now well accepted that to be successful, organisational change initiatives must be supported by people change support initiatives – to align people intellectually to the reasons and business case for the change; to engage them emotionally to deal with their past experiences of change; to acknowledge fears they may have about the implications of the change; and to train and reinforce new behaviours and processes to roll out the change.
We have found that over and above well crafted change support initiatives, individual personal resilience is needed to ensure the success of the change. Resilience involves dealing with those things that cause stress and is needed to cope with the “normal traumas” everyone experiences in life and at work. Moderate stress enables energetic actions and excitement; too much stress is debilitating.
The process of a resilient reaction to adversity still involves the person feeling hurt and pain, but what characterises resilient people is that they move forward, deal with the issues, learn from them and emerge strengthened and even more resourceful. The different reactions to a change are shown in Figure 1. Resilience and change readyness
Figure 1: Resilience and change readyness
In the next blog, we will look at the personal benefits to staff of coping with resilience in the face of organisational and even life changes.