Change Management

Help Your Employees Through Change Using a People-First Approach

 

"An impactful training module which resonated greatly with our TASTAKEL- George Mason Peace building advanced students."

It's 2022. We are living in a post-pandemic world and many people have experienced trauma. The old ways of motivating people to change are leading to failed transformations and burnout. 

We are all well aware that the platform is burning. We read the news. What employees need to help them embrace change is seeing that there is a safer and better place on the horizon. 

As an employer, you need to learn how to create a compelling story around change and create safety for the journey. 

At Process Design, we take a trauma-informed approach to change. Jen Lawrence is a trained Trauma of Money Facilitator, which explores systematic biases in money and work and helps introduce practices to calm the nervous system to help steward people through change. 

The Change Zone

In the last few decades, we've learned a lot about how the brain works thanks to improvements in medical technology. We know that when people feel threatened - physically, emotionally, or socially - the central nervous system becomes dysregulated and the creative and rational part of the brain shuts down. We go into flight, flight and freeze modes, we get sick, or we fawn - disingenuously people please in an attempt to gain safety. This is bad for business as employees who do not feel safe or accepted will have a much harder time generating good ideas, being collaborative, being creative or being productive. Dr. Dan Siegel refers to the place of regulation as the window of tolerance and it's essential that organizational leaders understand how to design systems that expand that space.

Create a Safe Environment for Change

People will not bring their best self to a workplace that does not feel safe. If leadership rewards bullying or threatens employees with layoffs, it makes it impossible for employees to bring their best ideas or most collaborative selves to the job. Even the "most professional" person who works hard to compartmentalize work stress will burn out over time. This creates talent gaps and leadership gaps that are very expensive to fix.

Progressive companies are starting to realize that it's important to create the kind of environment where people feel safe. Wellness programs are important and can give employees tools and resources to help them expand this window of tolerance but no amount of breath work or yoga will counteract a toxic workplace. It's important for organizations to review their systems and processes using the window of tolerance lens. Job security, career path planning, boundaries around work hours, manager training, compensation plans that reward supportive behaviors, and team building exercises that create social safety can help expand the window. This is not some woo woo let's be nice to everyone initiative. This is creating the ideal environment to help employees work better and innovate more. The ROI on this is strong.

If you need help designing programs to support your employees, reach out.

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