Change in our personal lives and in an organisational setting can generate anxiety, fear, insecurity and anger. This discomfort can be expressed as resistance to change and lead to a wide range of unproductive behaviours that can be harmful to us as individuals as well as for the organisations we work in. William and Susan Bridges identified three broad stages of personal transition in the context of organisational change. In their 2017 book, Managing Transitions: Making the Most of Change, they explained that each of us go through these stages at different rates for different changes depending on the our perception of the impact of the changes. The three stages they identified are (1) endings – where the focus is on loss, (2) neutral zone – involves a “wait and see” orientation and (3) new beginnings – putting commitment and energy behind the change. Their book provides a range of managerial strategies that can be employed by organisations to help people transition from endings to new beginnings. They emphasize that without these strategies individuals and organisations can become stuck in either the endings stage or the neutral zone, resulting in illness and organisational decline.
Mindfulness and personal transitions during organisational
change
Wendy
Quan, a certified organisational change agent and creator of The Calm Monkey (Mindfulness
Meditation in the Workplace), had a personal experience that gave her a deep
insight into how people deal with a confronting and challenging change. She was diagnosed with cancer after many
years in multiple organisational change roles. This personal challenge led her
to seek out mindfulness practices, and meditation in particular, to help her
deal with this devastating illness.
Through her meditation practice she came to accept her illness and all
that it entailed, and realised that she had a choice
– she could view herself as a victim or take a proactive approach that would
enable her to lead the best life possible, given her health setback.
This led to a further insight in that she realised that she
could employ her understanding of organisational change and mindfulness to help
others in an organisational setting. She
was able to draw on the research of William and Susan Bridges and developed a
refined model of personal transitions. She
focused on the psychological change processes involved and identified five
transition points in an individual’s psychological journey during
organisational change:
- Awareness: becoming aware of your thoughts, emotions, reactions and behaviour when facing the change
- Understanding: gaining insight into the “why” of your holistic response – body and mind (recognising that this is a normal reaction to a confronting and challenging change)
- Acceptance: accepting “what is”, not denying your current reality (e.g. a changed role, loss of a job or status)
- Commitment: moving beyond acceptance to committing to adopt a positive, proactive response to improve your personal experience of the change, “taking things into your own hands” – self-management instead of reactivity
- Advocacy: promoting the change and its positive elements if your energy level and role enable this.
Research into mindfulness and personal transitions
during organisational change
Wendy was able to apply her insights in her work situation to
help her colleagues through difficult change processes. She moved beyond working with a small group
to establishing a weekly mindfulness meditation “drop-in” where participants
could share their experiences of change, both personal and organisational, and
identify what they were trying to cope with and how they were going about it. After a few years, she had 185 people on this
drop-in program (highlighting the psychological challenge of organisational
change) and this enabled her to undertake formal research of the impact of her approach
of combining mindfulness with change management insights.
Her research was published in a study titled Dealing with
Change Meditation Study which can be downloaded here. Wendy indicated that her approach revolved
around two key points of intervention, (1) raising awareness of the personal, holistic
impact of a change process and (2) focusing on the future to develop a more constructive
response so that the individual undergoing organisational change can have a
better experience of the change and make decisions about their future. Participants in the study were asked to focus
on a challenging change and listen three times over a two-week period to a 15-minute,
guided meditation focused on positively dealing with the change.
Resources for personal transitions during
organisational change
Wendy, building on her own experience of combining mindfulness
and organisational change insights, has developed several resources that people
can use to assist their personal change processes or to facilitate the
transition for others undergoing organisational change:
Wendy also provides a series of free and paid meditation
podcasts on her website.
Reflection
I have been engaged in organisational change consultancy for
over 40 years, and more recently undertaken extensive research and writing
about mindfulness, as well as developing my own mindfulness practices,
including meditation. However, identifying
a practical approach to combining the two related skill sets has alluded me to
date. Wendy, through her experience of a
personal health crisis, has been able to introduce a very effective, evidence-based
approach to using mindfulness to help people transition through organisational
change processes. She has been able to
demonstrate that as we grow in mindfulness we can become more aware of our
personal response to an organisational change, develop an increased
understanding of the nature of that response, increase our acceptance of our
changing reality and gradually build a commitment to shaping our future in a positive
and constructive way. Her work resonates
with the insights and approach of Acceptance
and Commitment Therapy, as well as that of Susan David who focuses on
using mindfulness to develop “emotional
agility”.
____________________________________________
Image by Geralt from Pixabay
By
Ron Passfield – Copyright (Creative Commons license, Attribution–Non
Commercial–No Derivatives)
Disclosure: If you
purchase a product through this site, I may earn a commission which will help
to pay for the site, the associated Meetup group and the resources to support
the blog.