The only constant in succesful change is people

“This is great for companies and teams in a restructuring process.”
A business contact recently said this to me while we were discussing human interplay, team dynamics and related solutions.

But if you ask the leader who is currently in the middle of a restructuring process, the discussion is often: “Once things have settled down, we will address the team topic.”

The same leader would probably give the first advice if they were not personally inside the situation.

Why is that?
Because when we are inside a situation, we are emotionally involved. We are attached to outcomes, influenced by pressure, and overwhelmed by complexity. Our perspective and focus narrow – which is not a bad thing per se.

But let’s face it:
>There is never a “good” moment to focus on the people topic. The people topic is omnipresent – whether we actively address it or not.

>During rainy days, the growth potential is bigger than during sunny days. We know this from personal development. The real leaps happen in the gap and in discomfort.

>Doing nothing, doesn’t mean nothing happens. Ongoing lack of transparency, unspoken concerns, and growing uncertainty can quickly turn into even more fear, disengagement, or even paralysis.

So when is the best time to get involved in the people topic?
Before, during, or after
– restructuring?
– leadership changes?
– major strategic initiatives or projects?

The answer depends on how we want to lead organisations:
– Proactively or reactively.
It depends on whether we consider teams to be
– operationally important or strategically important.
Whether we take the perspective:
– “Change is the only constant.”Or:
“The only constant in successful change is people.”

Let’s talk team – any day of the week!

MARINA&TEAM