4 Tips to Reducing Resistance to Change

You go to your favorite restaurant and they have taken your favorite menu item off the menu. Boo hoo. You’re told by the Accounting Manager that you have to use a new expense system instead of the tried and true excel sheet you have always used.  Aargh. Your husband calls to say he won’t be home for dinner after you’ve already started cooking a feast for four (and the dog doesn’t like pot roast).  Sigh.  Change is constant and it’s making you at the very least frustrated, if not leaving you completely overwhelmed.photo-1430760814266-9c81759e5e55

In the day and age of VUCA world, an acronym for Volatility, Uncertainty, Complexity and Ambiguity, it can feel like it’s completely out of control.  Or as Nathan Bennett and G. James Lemoine wrote in their HBR article, “What VUCA Really Means for You“: Hey, it’s crazy out there!  What’s important is to not take this constant change personally.  When the client cancels or your daughter is two hours late, you internalize it as the universe striking out against you once again and you slowly start feeling helpless.  Or as Eeyore would say, “The sky has finally fallen, I always knew it would.” Resisting change requires a lot of effort and energy and, if you think about it, it’s quite futile.

Here are 4 tips to reducing resistance to change:

  1. Reduce your distractions.  I wrote in my last post that watching the news everyday increases your feelings of helplessness.  95% of what you see or read in the news is completely and utterly out of your control (and we all want control).  When your mind is constantly being distracted by news and notifications (i.e. email, Facebook, Instagram, Twitter, etc.), you start to feel helpless and overwhelmed.  You are primed to rebel against the next change. So when the new company initiative gets rolled out you start to think “not one more thing!”   I have turned off all my notifications on my phone except for phone calls and texts.  I’ll find out what email I have twice a day instead of constantly checking my phone.  The reduction in distractions has made me calmer and open to what might be coming next.  So if the meeting is cancelled or your boss scraps your project, you won’t fall into overwhelm.
  2. Rituals and routines.  I think I have close to 25 morning habits and I keep adding.  Weigh myself, take my medication, brush my teeth while saying affirmations, water pik, grab my sneakers, let out the dog, turn on the outside light, feed the dog, grab my phone and earbuds, sit in my swinging chair, listen to my Calm app for 10 minutes of meditation, grab a cup of coffee, move to my recliner and listen to my Whil app for mindfulness guidance for 10 minutes, wish everyone happy birthday and post a positive meme on Facebook, mental exercise with Lumosity app,  study two Spanish sections on my Duolingo app, put my sneakers on, take out the recycle, turn on my book on Audible and take a 30 minute walk, take a shower, dress, drink breakfast smoothie and head to work.  The point of all of this is that I can control these things.  I do all these things, all the time(for the most part, I don’t travel with my water pik) and I feel the rhythm.  I feel in control.  It helps be feel empowered over my day. When other people get defensive in a meeting, I am able to take it in and not react.  I respond.  So when there is an unexpected change, I just roll with it.
  3. The glass is half full.  Having a positive outlook is imperative in the VUCA world.  Kelly McGonigal wrote about this in her book called the Upside of Stress.  She recommended reframing the latest stress as a “challenge” rather than a detriment.  My husband has caught me saying, “I’m anxious about this speaking engagement” and he’ll correct me. “You mean, you are excited.”  It’s much more empowering to feel excited versus anxious.  So if the project needs to get done by 8 AM instead of next week, try thinking, “Wow, this is a real challenge, I’m excited.”  Your cortisol level will remain low and you will be able to work more efficiently.  Stress typically takes you to your primitive brain that shuts done your prefrontal cortex where you do your best thinking.  When you can reframe the change as a positive, you can recover your prefrontal cortex and get back to your best thinking.
  4. Connect with others.  As McGonigal wrote, “Connection with others activates prosocial instincts, encourages social connection, enhances social cognition, dampens fear and increases courage. You want to be near friends or family. You notice yourself paying more attention to others, or are more sensitive to others’ emotions.”  The best way to do this, if possible, is in person.  If your boss cancels the project, walk over to her office and find out the rationale behind the cancellation.  If you sit in your cube and ruminate about the change, in all likelihood your self-critic will be on steroids. “She doesn’t trust me. I’m in competent. She’s going to fire me.”  If walking into their office isn’t possible, go ahead and pick up the phone.  DO NOT EMAIL or MESSAGE.  It’s so easy to read into things too much based on the written word.  Personally connecting in person or by phone builds the relationship.

Controlling what you can control and letting go of what you can’t is the key to staying on top of the VUCA wave and not being crushed into the sandy surf.  You are only responsible for you.

7 Ways to Be an Agile Leader.

At a recent conference on coaching led by the insightful, Cindy Lamir, she introduced a new concept for me which is VUCA and it’s affect on leadership. VUCA, which is a military term from the 1990’s that stands for Volatile, Uncertain, Complex and Ambiguous is the new normal. Everything since September 11th and then, the subsequent meltdown of the economy in 2008, has pointed to one thing; we all need to be flexible. The new normal in the workplace is a barrage of information which may (or more likely) may not be useful. We now have a workforce which spans 60 years in generation, is constantly bringing in new technology and is connected globally. There is no more status quo.

Focusing just on competencies is dead. It’s not that competencies aren’t important, it’s that in a VUCA environment, knowing say the latest version of Excel will only get you so far. Focusing on building skills is not going to help you scan the environment for the latest threat from a competitor or look for patterns in customer demand. The secret is flexibility or more poignantly – agility. agile

So before we get into what an agile leader is, let’s look at what an agile leader is not. It’s not the top down style of; “don’t do anything until I tell you to”, micro managing, control freakish, old school, cigar smoking, feet crossed on the desk, pin-stripped wearing manager. It is not holding on tight to every detail, making sure everyone has their butts in their seats, folks raising their hands to go to the bathroom and most certainly the leader where not one single decision gets made without their almighty stamp of approval. It will not work in this environment.

So unless you want to be leading a bunch of no talent zombies, try some of these tactics to become an agile leader:

1. Delegate. Challenge those that work for you by delegating. I know it’s easier not to delegate and that you are the best at preparing the budget, interviewing forklift drivers and deciding what we should have at the Christmas party. It’s going to take time and mistakes will be made. It’s inevitable. Get over it. How do you expect folks to grow unless you give them a challenge, something new? How are you going to be able to conquer new territory if you are still deciding on the canapés for the Christmas party? Let go and let them grow. Delegate.

2. Teach your thought process. I have been naturally curious my whole life. Some folks aren’t. Some folks are afraid to ask why we do inventory at month end. They feel like they are intruding on the Great Oz. Show them behind the curtain. I can remember having my assistant sit in on a harassment investigation. Investigations are an unusual occurrence for most organizations but I knew she needed to be exposed to the process and learn why I did what I did.  There are things you’ve been doing for years that only you understand why you do it. If you want to develop the folks around you, share your thought process.

3. “You decide”. Once you’ve delegated and given your thought process, let your assistant or people decide. Set up the parameters, how you will measure success and let go. For example, if I ask my daughter to make dinner on Friday evening. I can say I’d like a meat, vegetable and a starch as parameters. I can say that it will be successful if the meal is hot, served by 7 PM and costs less than $25 to prepare. Then let go. Any questions? OK. You decide.

4. Transfer development ownership. In a recent article by Nick Petrie called Future Trends in Leadership Development the addresses that once folks have learned the skills like how to create a budget, lead others or finish out year end, they need to be responsible for their own development. That 45 year old executive you hired last month, needs to take ownership of what they want to learn and how they are going to do. The environment is changing too fast and they know what’s in their own tool box better than you do. You cannot be responsible for their development. Leaders need to take it upon themselves to figure out what they need to grow and be a better contributor. Transfer ownership to them.

5. Transparent. This is not the time for closed door meetings. I just saw a presentation by the Human Resource Director of Insomniac Games. The company made a huge mistake a few years ago that was almost the death knell for the company. They didn’t listen to their gut and, perhaps more importantly, didn’t seek the advice or input from their employees. When they abandoned the losing project, they made a pledge that all new projects and pitches for new games would be a conference call with senior staff that EVERYONE could call in and listen to. So if you are a young game designer, not only do you get to pitch an idea, you get to hear feedback from the founders as to why it was or wasn’t a feasible idea. How transparent is that? So from the mail room to the founders, everyone is in on the process. Assume people want a voice and they will use it. Be transparent.

6. Collaboration. Cross functional teams are the new normal. If you are implementing a new purchasing system make sure there is someone from every department on the team and from every level especially if the forklift driver, the receptionist and the accounts receivable clerk all will touch the system in some way.. Put them on the team. In fact, put the receptionist in charge as project lead. It might be a stretch but that’s the new normal. Forget about titles and where all the lines are drawn between departments, truly embrace collaboration with the belief that everyone has a voice and the ability to lead. Your organization will be more nimble than any other. Embrace collaboration.

7. Boundary spanning. Be on the forefront of scanning for internal and external knowledge. Everything is interconnected. Everyone I know who is over 14 years old and under 70 has a smart phone. This is incredibly dynamic. I have a couple of Information Technology friends who went to a Meet Up (an impromptu group that gathers on a particular topic or cause or event) on Information Technology. They were blown away by how much information was out there and areas that weren’t even on their radar. Everyone in your company needs to have their finger on the pulse. Whether it’s Information Systems, Accounting, Purchasing or Widget Optimization everyone needs to take the lead on scanning the environment or you will be left behind in the dust on your typewriter, dial phone and listening to the “Eagles” on 8 track (ask your parents). Be spanning the boundaries.

You may be overwhelmed by all these items. That’s OK. Take one step at a time. You don’t need to do all 7 in the next month. Take it one bite at a time. Maybe October will be “Collaboration” Month. Great. One step, any step is going to help you keep in step with VUCA. The more you learn, the more you adapt, the more you succeed, the faster the cycle goes. If you read this whole post, you are already on your way to being more agile.