managing emotions in transition

managing emotions in transition

 

As discussed, three stages in the transition process in any change, and there are emotions involved in each step. Effective people are better at managing those emotional aspects.
 
During Expose to Change:

It is natural to get all the emotions like shock, angry, upset. The key is to be aware of those feelings and how you are passing through it. Some people, when they are not aware of it, they react to those emotions by way of outburst and spoiling the relationship.

For example,
you might have observed that in the origination, the moment the boss proposes something, the immediate reaction from any one of the subordinates is "NO" or "NOT POSSIBLE". This is the outcome of inability to manage the emotions during expose to change. (But the same person might have anchored the change successfully but leaves the impression that the person always a skeptic and cynical! )

Hence, this stage calls for awareness of emotions and neutralizes it by calm, listen further, and move on to the next step.

Immersion stage:

Once you pass through the first stage, in this immersion stage, you are mentally accepting the change and undergoing the consequence of the change.

When you feel "Let it Go," that moment, you are allowing yourself for the change or transformation to the next transition.

Recovering stage:

In this stage, you are in reflective feeling and analyzing the pros and cons of the changes. You are discovering a new self, which is more rewarding due to the change event.

For example, when you accept that you need to relocate to a new place as a change, in this phase, your mind took the change and started weighing the good and bad. You are about to see the big picture and some insights as well. That is when you are ready for a transformation.

The point is whether the change event is big or small. Naturally, everyone will undergo three phases of transition, and each stage consists of emotions. How you are aware of feelings and getting new perspectives makes you effective in handling any change!

Why do we resist change initially?

As discussed, the change happens due to self-decision or imposed by the environment or others. When the transition happens from external, we find it more challenging to cope up. The reason could be our mind is evolved to 
 

• Seek certainty by maintaining the status quo
• Seek rewards and happiness
• Avoid any form of threat to current lifestyle
• Minimize the energy to spend on new experiences

This comfort is natural.

Some competent people are aware of the emotions during the transition process, and if we understand the process, easy to manage the transition smoothly.

When others impose the change, everyone needs to undergo the three stages of the transition process. In each step, there are emotions involved. If we manage those emotions in each process, we can handle any change process.

Three stages of transition in any change

 
For example,

In a working place, you are with high expectations of getting a promotion in your job as you believe you are reasonably performing well.
Now you hear the news that you are not getting expected the promotion. That is the change event you need to manage through three stages.

Expose to change:

You heard the news that you are not getting a promotion. The moment you understand this, you are getting shocked, getting angry, start blaming either your boss or organization, feeling low due to a helpless situation, and then becoming upset or sad.

The way you are managing those emotions during the exposure stage is all about managing the transition process.

Immersion stage:

Once you pass through the exposure stage, now you hear the details or justification for not being promoted. You are profoundly going through the disappointment phase
During the phase, you are absorbing and mentally accepting reality.

The way you are managing those emotions during the stage is all about managing the transition process.

Recovering stage:

Then, once you pass through immersion stage, you start introspecting for not being’ promoted, weighing the pro’s and con’s of promotion and you will be getting new insights about your improvement avenues.

The way you are managing those emotions during the stage is all about managing the transition process.

The duration of the stages may differ people to people from a few minutes to a few days !

In all the stages of the transition process, the way we are managing the emotions and look at the emotions from a different perspective is the key to managing any changes smoothly.

Let us discuss those parts next week!

Managing Changes- Is change good or bad?

Is change good or bad?

As discussed last week, change is a continuous event in life, and we need to master the emotional aspects of the transition process.

In personal and professional life, most of us encounter the following changes.

•   Relocating to a new place
•   Changing job from one organization to another
•   Change of boss 
•   Shift in career 
•   From the audience to the active presenter to knowledgeable group
•   From employee to self-employed
•   From individual contributor to people manager
•   Learning a new skill to improve professional growth
•   Being a bachelor to married 
•   When an unexpected event happened from our plan 

When you look at the list above, some of the changes are imposed on us by the circumstances or by others and some of the changes we initiate on our own.

For example, relocating to a new place is a change that might have occurred due to others or by our own decision.

Depending on the nature of the change and the inward or outward momentum, the transition process creates different emotional turbulence inside.

Is change good or bad?

Most of the time, the change brings progress only, either in terms of comfort, wellness, material prosperity, or mental maturity.

For example, one of my known friends was asked to relocate to different geography of the same company, without much change in the positional, materialistic, job profile. But the change in a location exposed the friend to the new experience of handling people in different geography and helped him to accelerate the career at a later stage. 

When you relate to the changes in your life, you also will conclude that most of the changes brought good things in your life.

Having benefitted from the changes most of the time, but why do we initially resist the change?

Let us discuss it next week!

Have a great week until then! 

Managing Changes

 

Throughout life, one thing is continuously happening to every one of us  “change.”

The change is either triggered by external factors or our self-drive. Whether the change is internal or external driven, the process of transition is mostly painful. The pain is not due to specific CHANGE event, but due to the TRANSITION  process, which we undergo internally.

What is meant by change?

Moving from existing, comfort state  to new, unknown perceived discomfort zone



In between moving from a comfort state and settling down in a new state, we undergo a psychological transition process.
 
For example,

You are informed that a new boss is going to head to your organization. The moment you get the information, you may undergo internally mix up of emotional reactions and thought process like

Whether the new boss is comfortable to work? (doubt)
What will be his / her expectation, will we meet his / her expectations? (anxiety)
Will there be any change in my job profile or growth aspects? (fear)
 
Likewise, there are many changes for which we undergo different emotional reactions depending upon the nature of change.

When we do not know to manage the emotional transition process, we become a victim of the change event, and eventually, we lose the growth potential.

There are many books had been written on change management from an organizational perspective. In my opinion, we need to learn the process of transition from a personal perspective. If we are aware of the process, then as a manager or leader, one can drive the change management quickly at an organizational level as well.

Hence, we need to be aware of the change management process on the following

• Change management  process and the emotional aspects in each stage
• Knowing to manage the emotions at each stage
• Some insights of changes to our quality of life
• How can you proactively initiate some of the changes internally driven?
• Leadership role in managing the changes smoothly in an organizational setup

 Let us discuss next week and solicit your views!

How does the environment affect you?

How does the environment affect you?

A few days back, i met a friend after a long time. During the interaction, he was frequently mentioning his colleagues' and subordinate’s toxic behaviors and his frustration to work with them. As I knew him as a highly energetic and positive person, but now he becomes more skeptical about any new initiatives and cynical about everything in his workplace and quality of life. He was much disturbed due to his colleagues/subordinates as they are the people with whom he spends much time.

It is said that you are the AVERAGE of the five people you spend most of the time.  This statement may be true because your environment influences your thought processes, behaviors, and activities. The environment can be family, professional, or friend ‘s circle.

 When you surround yourself with positive and energetic people, you will also start to observe them, reflect their thought process and behavior in you without much conscious effort. Alternatively, if you are surrounded by mostly with toxic people who are always blaming/complaining about everything, you will also start believing in their thought process, and you will also demonstrate the same behavior. That is the power of the environment and its influence in our life.

       As you cannot change the environment completely, be aware of the quality of people you are surrounded by, the news channel you are watching, your Facebook / WhatsApp feeds, and so on. Make a slight shift in the environmental mix by meeting new people, joining educational forums, visiting new places, getting exposed to new challenges, and associating with people beyond your natural circle. This shift will help you to enhance your perspectives.

       Since the environment influences your action, be aware of the quality of your situation, and choose the balanced mix.

P.S: (I suggested my friend look up other functional colleagues, benchmark his boss, and start spending more time with different circles to alter his environment mix. I hope things will become better soon!)

You can delegate a task, not accountability!

You can delegate a task, not accountability!
 

One of the responses for last week's discussion on delegation skill is “After I delegate the task to my colleague or team member and if he/ she does not execute the task as expected, how can I be responsible?”.

We need to understand the difference between responsibility and accountability. Accountability is someone ultimately accountable for RESULT, whereas Responsibility is someone responsible for the EFFORT or PROCESS.

Accountability is outcome-based; responsibility is process-based.

In an organizational context, when you are delegating some tasks to someone, you are just partially offloading your task to someone with empowerment to complete the task. Still, ultimately you are accountable for the result of the task. You cannot pass the ownership of the result to others. That is why we need to understand that delegation is not just the allocation of duty to others.

Effective delegation is a combination of
 Knowing what to delegate+ To whom to delegate+ Education+ Guiding

For example, as production in charge, you are just delegating the task to your reports, but you are accountable for the delivery and not your team. You are delegating the responsibility only, not accountability. Finally, you are accountable for your team’s performance.

We need to understand that the art of delegation itself is a responsibility, not just outsourcing the task to someone. When we own that responsibility, we become master the art of delegation skill!

Developing delegation skill -Logical part of delegation

Developing delegation skill

As we discussed last week on the beliefs and fears holding us from delegating the task, let us understand the logical part of the delegation.

I mentioned my senior and his outstanding delegation skill. I observed the typical pattern in his delegation approach, and that made him good at delegating and completion of the task on time.

Whenever any new organizational tasks come across through him, he used to plan to whom to delegate. Once he identified the right person, he thoroughly explained the importance of the task responsibility, things to be done, and clarified all the doubts to the teammate. While his teammate was executing the job, the senior person regularly used to check about the progress and guide the teammate. Once the task was over, he used to personally thank the person as if the job was his own task.

It looks like the senior person applied a common-sense approach, and it was proven right most of the time, as I observed. He used to be very cool, good in time management, and above all, the team enjoyed to work with him, and I attribute the result due to his structured delegation methodology.
 
The logical approach in successful delegation is as follows

• First, determine whether the task is to be delegated or to be done by self-based on priority and competence.
• Identify the right person in the organization/function by mentally calculating the capability, work distribution, and other priorities.
• Without an ego, explain the person about the task and educate the execution methodology
• Periodically monitor and guide the people during execution to give confidence and moral support
• Acknowledge the people’s contribution

 For effective delegation skills, we need to be aware of the emotional and logical part and practice it!

pl listen what Richard Branson's view about delegation 
 
https://www.youtube.com/watch?v=WTq5KhImmtc

Developing delegation skill

Developing delegation skill

One of the leadership traits is effective delegation, and it is one of the undervalued skills in the organization. Most of the managers and leaders aware that they are doing most of the work on themselves, and it affects their quality of work, time, and eventually growth; however, some factors are pulling us down from delegation.

Factors that  prevent us from delegating  

• Believing that self is perfect and only self can do the task
• Lack of patience to teach the work to others
• Fear of losing the importance in the workplace if someone also does the task
• Enjoying more of doing the routine, familiar job and not making an attempt to learn a new skill or doing something non-familiar task for growth
•  Really not knowing the prioritization regarding the position as discussed last week.

Whatever may be the reason which prevents us from the delegation, with a lit bit of awareness on our mindset and knowing the methodology of delegation, anyone can improve his / her delegation skill. It is an art and science.

Personally, I worked with one of the senior person in the organization hierarchy, who is competent at managing time; he used to come on time and leave the office on time in a culture where most of the people start late and stay late in the evening. One of the skills he possesses is excellent delegation skills, and that could be the reason he uses to be cool, enjoys his personal and professional life than his colleagues. His methodology of delegation is worth to mention.

 Let us discuss the methodology of delegation next week!!

Prioritizing task- accountability vs. responsibility

Prioritizing task- accountability vs. responsibility

One of the questions most of the managers use to ask “I have many tasks to perform in a day, how to prioritize? They are smart people and are already practicing the discipline of having a “To do checklist.” However, they left the office with the feeling of Incompleteness.

The feeling of incompleteness arises due to being busy with many tasks, but not much impact on growth. The solution is to prioritize the job based on accountability and responsibility basis.

Should the individual introspect and answer, “am I predominately doing on “my accountable task” or “my responsibility task”?

Am I doing justification for my position by doing those tasks predominately?

The above question will enable the individual to prioritize well.

For example, if you are a CEO or business head, your accountability is to ensure business profitability, stability, and growth. Your predominate task must be in line with your accountability. That is prioritization. Suppose if you do most of the activities which you claim as you are responsible, like chasing the production targets, microanalysis on your subordinate’s job, updating the customers on despatch status, then you are not prioritizing your tasks. Even though you are responsible for some of the activities which you can delegate.

Similarly, as supply chain head, one of your accountabilities is to ensure cost optimization, and you only can do that, that is, prioritization for you. The other responsibility tasks like signing every purchase order, followup with vendors, etc. can be delegated.

The key for prioritization is that we need clarity on our accountability and responsibility. Then need to learn to delegate the responsibility task to others. The clarity will enable you to prioritize your job.

However, there is some reservation on delegating the task, and we will discuss it next week!

Be aware of your time wasters

One of the queries most of us have internally is “how to utilize the time effectively “and simultaneously work on as pulled by external distractions and factors without much conscious about the time spending pattern. However, a few productive people are good at managing time and accomplish most in the given time.
 
The first step towards to utilize the time effectively is to understand your habit pattern and the time loss associated with it. Once you are aware of your losses, you are convinced to take corrective action.
 
Without awareness, any time management tools and apps are not going to be useful.
 
One of the simple and powerful ways to be aware of time spending patterns is to track and record your activity for every hour minimum for a week. When you analyze the data, you will get a pattern of your work spending in the category like traveling to the office, spending time in the meeting, communication with the team, social media, and so on. Also, you will get a new insight into time-wasters or the activities which are not helping your personal and professional growth.
 
When I did this exercise recently, I got an insight into my habits, which are time wasters and the lifestyle which consumes most of my time without adding value to my growth.
 
I believe that this awareness is the first step towards effective time management. Suggest you do the analysis for a week and be aware of your time wasters if you want to utilize the time effectively.