Charles Benayon

Founder & CEO of Aspiria

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Using Emotions to Your Advantage During Organizational Change

time for change It is a generally accepted notion that in today’s world, organizational change is a constant and necessary part of growing and evolving your  business. Yet, employees often feel that when change occurs in their organization, they were either not expecting the change or worse, if  they were expecting it, they were not prepared for it.

 Organizational leaders can manage the process of organizational change more effectively for the employee and the organization if it pays  attention to the emotional component of change.  In general, when facilitating organizational change, leaders often act as if data and facts  are the only metrics that matter.  When the emotional piece of the puzzle is missing, ignored or denied, organizations aren’t very good at  creating effective organizational change.
When a leader recognizes, values and manages the emotions related to change, this trend can be  reversed. Imagine being able to help your employees prepare for and even embrace change, achieving better results from your efforts to validate the emotions associated with change.

I’d like to share with you my top five positive emotion suggestions to help your organization create more effective change, better relationships and less stress:

Joy. Help your employees see the big picture of the change – the purpose for it.  When they see, understand and believe in the “big why” for the change, joy can truly become a shared emotion.

Gratitude. Often times in the short term, changes look catastrophic and chaotic, but when viewed later with the perspective of time, the change was a positive. Get your employees thinking about how things will improve in the long run to encourage a sense of gratitude.

Serenity. Serenity results when  employees are able to accept change and take ownership over their  part in the transformation. Instead of focusing on what is outside of their control, help your employees see where they can  make a difference.

Interest. While the status quo is a powerful thing, when we discover something new, we feel a sense of possibility. Help your employees get interested in some component or outcome of the change, and see this interest develop into creativity and innovation for your business.

Hope. We have all been through times of transition and probably felt frustration in the midst of an organizational change, yet hope is the belief that things can, and will, improve. Help your employees see past today and recognize their part in making tomorrow better, and engage their innate hopefulness.

What other emotions are associated with organizational change? How have you seen your employees respond to change? I look forward to hearing your thoughts in the comments below!