Tuesday, October 09, 2018

Why Personal Change Planning?

 

(Transcript)

I wanted to share with you why I’m focusing more on the personal, particularly in my practice, but also in the book. I think real change, especially when we’re looking at organizational change, especially if we’re looking at societal change needs to start in ourselves and then the next place it goes is in our interactions with others, the one on one interactions. It’s tough to interact in healthy ways, especially if someone’s angering you. If you’re tired, if you’re hungry, if you’re hangry, which is one of my favorite terms. If you’re overwhelmed, overstressed and a lot of the onus is put on us and I don’t know about you, but it strikes me that there’s a lot on our plate.

I’m going to speak for myself. Sometimes I feel like a failure because I’m not reacting very well to the crazy that’s going on out there. And it strikes me that maybe being angry and depressed is a really, really good reaction (and not unhealthy) to what we’re seeing in our organizations, what we’re seeing in the world and how we’re interacting with each other.

So I focused on personal because I think we’re in an environment that’s incredibly destabilizing and it’s made worse by our foundations being undermined. When I look at Maslow’s Hierarchy of Needs – at the bottom of it is physiology, the second level of that is a safety and security. When I was looking at the research, (and I will eventually share all this research with you, maybe just remind me, I’ll have to put it in the back of this video or as a separate. I think we’ll do it as a separate video.) People are not sleeping well. People are burned out and disengaged. Even if they are highly engaged, one out of five people are burned out. We’re not eating well. Even those of us who are trying to eat healthy, there’s a lot of questions about what’s going on with our food and water supply.

Then if you look at safety and security, the Gig economy is growing. There’s a lot more contractors. Layoffs, are a lot more common as businesses try to right-size or whatever it is that a lot of organizations are trying to do. Fundamentally, and in a lot of places people are treated like cogs in a machine and resources. It’s a very, very old model and it’s very dehumanizing and people sense that even if you try to paint a pretty picture around it. With pretty terms around, “we value our people.” That’s a whole ‘nother kettle of fish. This is what we’re working with. So the way I see it, it behooves us individually to get ourselves right and then make sure that when we interact with others that we’re doing so as best as we can on any given day from a place of respect.

It’s easier to do that if we’re sleeping well, if we’re well nourished, than if we’re not. What I’d like to do is perform an experiment and I’d love your comments. This is more of an observational exercise. Take a look this week at the days where you’ve slept well, things are going well, you’re in a decent mood, and just observe how you interact with others. Especially when someone’s giving you bad news or they’re being aggravating.

Do the same thing on days where you haven’t slept well and things aren’t going your way. You’re running around meeting to meeting to meeting, eating junk food. Maybe someone brought a cake. How are you interacting with others? Where’s your hair trigger? Just for the week. I think if you experienced that and just kind of do observation, you might be surprised by what you find. I think it’s really good baseline too.

That’s why I’m focused very much on personal change planning because I think, too, that if you’re able to experience what successful change looks like on a very personal level and particularly as you look at how that change impacts other people. And how that impacts your interactions with other people. That applies to organizational change management because at the end of the day, an organization is a group of people and each one of those people, is an individual. They are not cogs in the machine. They’re not toys that you mess within your system and hope it works well.

That’s my invitation to you. I hope this helps. Please write your comments, your observations, um, and any feedback on this video at the, in the comments area, either here or on the blog or wherever you happen to be encountering this video. Thank you so much for your help and support. I hope you found this valuable.
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Change for All Quadrants: Personal Change Planning – is now available for pre-order on Publishizer.
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