Preparation
The first stage of the Worklife Journey is preparation, and represents the first 2 weeks of the change. In this time, it is important to remember that any change involves letting go of something known familiar and comfortable – which brings a sense of loss. In this time people need to both grieve what has been lost, and to identify and celebrate the learning around what can be carried into the new way forward. Reactions to endings are normal – it does not mean people are resisters or difficult.
In this stage it is essential to encourage people to talk about their feelings. If this phase of transition is not supported by appropriate leadership behaviour, feelings of resentment, misunderstandings and violation may persist and spread in the organization.
| Staff Emotions
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Denial
Overwhelmed and unsure Hyper-alert Disempowered Distracted, lack of focus Anxiety (sense of impending doom) |
Expected Behaviours
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Carrying on as usual
Avoiding making decisions or changes Minimising or rationalising the situation Heightened social media/internet usage –seeking updates and reassurance Catastrophising – focussing on worst case scenarios |
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| Risks
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Loss of productivity from additional distractions
Not providing enough clarity or direction to staff resulting in confusions Increased levels of anxiousness and concern |
Leadership Challenge
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Identifying essential vs. non-essential delivery
Identifying options for remote operation Communicating transition plan Ensuring employee readiness to transition to online platforms Maintaining trust – balance listening to concerns with instructing staff on new ways of operating |
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| Business Challenge
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Transitioning workforce to online platforms & systems
Identifying essential vs. non-essential delivery Identifying & understanding the impact to the business |
Recommended Action
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Leadership coaching – planning the way forward/developing resilience in leading through change
Facilitated ‘First Team’ discussions – positioning the change with consistent messaging from all leaders |
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