Own your impact. You were hired because you matter so do the work as if your work matters.
If your employer doesn’t know your work matters then you might consider a change in the future. Not to run away but to give yourself the gift of something better for your life.
Signs that your employer believes your work matters:
Celebrate if you have this! And, do the work as if your work matters....
Sometimes this is the subtext of work conflict:
Employee to employer: I feel hurt by the way you treated me. [I work hard for you and this company.]
Employer to employee: I feel hurt by the way you treated me. [I’ve invested a lot in you, for you and this company.]
The power dynamic:
The employer has the power to retain or fire the employee.
The employee has the power to do the work in a more-or-less acceptable way.
The risk is inertia or a transactional employer-employee relationship. The risk is a negative impact to the culture, the business, customers, other people on the team.
Questions to ask: What is my part in this? What do I own? What’s in my power to do to rebuild trust between us? What would I like most from the other person? Why? How can I ask for it in a way that treats us both with respect?
It may not work out, but reframing gets to the constructive place.
Joy at Work is not rainbows and unicorns and happiness all the time. Experience and research indicate that we do our best work when these are present: Trust, integrity, belonging, cohesion, participation, commitment, accountability, adaptability, growth.
The Joy at Work dimensions that are the highest risk to the individual are participation, commitment and accountability. That’s because they are demonstrated by visible, public actions performed by an individual.
Sometimes it takes bravery to participate, commit and be accountable, especially if you believe you have a lot to lose. What you have to lose is also very personal.
How do you support the people that report to you to participate, commit and be accountable?
How do you reduce their personal risk and help them to be brave?
How do you help reduce the time they spend thinking about their personal risk?
How does your support help your people thrive and do their best work?
As a leader, your words and actions have a big influence on how others experience the change you introduce. Even so, your people can decide how well they adapt and how they experience the change.
It’s a partnership.
Your job is to tune in to how people are impacted. Your job is to act with empathy, yet in a way that’s reasonable and respectful of everyone involved including yourself, your company and your customers.
You can’t control the response of the people you lead but you can invite them to decide for themselves how well they adapt and give them the tools they need to make adapting easier.
We believe change and joy go together.
As a Change Professional, one of the reasons why change work is hard is because you can build a thorough, grounded change plan and run into a trust problem detour. Now you’re outside of traditional Change Management and into a specialty area.
Of course, your plan is designed to build trust and all of the dimensions of Joy at Work, but you can find yourself challenged to be seen as a credible advisor for these dimensions.
This is advanced territory.
The Change & Joy approach includes the growth of these dimensions inside a structured change process because…
Our Change Management Certification Program gives you skills to recognize these dimensions in action and a structured approach to grow the dimensions as part of the change process.
Written by Roxanne Brown
Written by Ed Cook
Written by Ed Cook
Since the start of 2020, we have engaged in a fascinating project: Joy Research. This plays into informing the mission of The Change Decision - to bring Joy at Work. We have been interviewing CEOs and senior leaders about how leading teams, managing change, and group decision-making impact Joy at Work. There are so many enlightening elements of this research that we are going to do a free Webinar. If you’d like to hear the full story, please sign up here. This post is a taste of what we have found. One discovery is that the phrase, “I’m a
Change Agent” is an indicator, a canary in the coal mine, for the organization’s culture.
Before describing why that is so, some background in what we have found through the Joy Research will be helpful. First, there is some difference between managing change and managing a project. In our Joy Research interviews, leaders tell us it is possible to...
Written by Ed Cook
If ever there was a time for introspection, it has got to be now. A pandemic that is devastating the world economically and psychically. A lock-down that has driven so many of us to isolation both physically and emotionally. An uncertain future as to when this will ease up and what it will mean once it does.
The first step is to handle this is to get past the freak out stage. Here are some very personal thoughts about how not to freak out in a global pandemic. The next step is to do something practical. Something that strengthens you for the future. If you are a leader of others, then something that strengthens your team and the humans themselves that make up your team. The trick is to fill out. Fill out yourself. Fill out your team. Look for the places where your energy or knowledge or skills are less than you would like and then work to fill out the ones that make the most sense to you.
“The best thing for being sad,” replied Merlin,...
Written by Ed Cook
As we go further into the COVID-19 pandemic, the prevalence of low-level anxiety is increasing. The end is uncertain. We may have much further to go. Although many have a low probability of danger from the virus, the very existence of a global pandemic coupled with consistent news stories and press conferences that describe terrible scenes of overwhelmed hospitals and exhausted medical staff all fuel the anxiety that seems to be within us all. On top of all of this, the economy has slowed and tens of millions are out of work, furloughed, or dealing with reduced hours. I’ve had two significant experiences with persistent low-level anxiety. What I learned from those experiences is helping me now as I deal with my own anxiety as well as helping my loved one’s anxiety.
Finding Inner Calm
In 2018, I was diagnosed with oral cancer. I did not smoke. I exercised. I was in good health. It was a...