How Emotions Play into Planning and Adapting to Change
Ever heard, change is the only constant? Yet as humans, people generally, are not great at adapting to change. Whether it’s a shift in company strategy, a new team dynamic, a new process/system, or adapting to an upheaval in the organisation, we all understand the ability to plan and adapt is crucial for success. But how about if we also looked at this from an emotional point of view?
The role emotions play often gets overlooked in this process. Emotional intelligence is not a buzzword, but a vital tool for navigating change and planning effectively and efficiently in the workplace. Let’s delve into how emotions influence our ability to plan and adapt.
Change can trigger a huge range of emotions.
From excitement all the way through to anxiety, and from hope through to fear, each emotion we feel contributes to our perception of the situation at hand. Acknowledging and understanding these emotions is the first step and quite possibly the most eye-opening.
Imagine your company is implementing a new software system. You might feel excitement about the potential efficiency gains, but also anxious about learning the new system and fear potential errors during the transition period. Having the tools to recognise, label and discuss these emotions allows you to address them constructively as a team rather than letting them dictate unhelpfully.
Implementing a new system, whether it be large or small has a different effect on each individual. Utilising a tool such as the Emotional Culture Deck and creating space to work together through a team activity allows these emotions (such as anxieties or worries) to be acknowledged and worked through. This can allow the team to look at the implementation with a different point of view, and potentially increase productivity and efficiency from the outset by having strategies for these emotions. And as a leader, you can be aware of how the team are feeling and support appropriately, as their perspective and engagement with the change is probably quite different as they often come into the process later in the piece.
So how else does understanding emotions and increasing the team’s emotional intelligence play into planning and change?
Emotional Intelligence
Emotional intelligence involves recognising, understanding, and managing our own emotions, as well as those of others. In the context of change, EQ plays a crucial role in several ways:
Self-awareness: Understanding your own emotional responses to change enables you to anticipate how you might react in various situations. This awareness allows you to prepare yourself mentally and emotionally, fostering resilience in the face of uncertainty.
Self-regulation: Emotions can be super powerful, but they don’t have to control us. By practising tools such as self-regulation, you can manage your emotions effectively, making rational decisions even amid change-induced stress or pressure.
Empathy: Change affects everyone differently, this is one thing that is for sure. Developing empathy towards your colleagues’ emotional responses fosters a supportive and collaborative environment. By understanding their perspectives, you can navigate change as a unified team, leveraging each other’s strengths.
Social skills: Effective communication and collaboration are absolutely essential cornerstones during times of change. These allow you to be able to navigate complex interpersonal dynamics, facilitate productive discussions, and build consensus, driving successful change outcomes.
Emotional intelligence principles can be integrated into the planning process to ensure success. Let’s take a look at how:
Acknowledge emotions: Start by acknowledging your own emotions and those of your team members. Create a safe space for open dialogue where individuals can express their concerns, fears, and aspirations regarding the upcoming changes.
Set realistic expectations: Embrace transparency by communicating openly about the anticipated challenges and opportunities associated with the change. Setting realistic expectations helps manage anxiety and fosters a sense of preparedness.
Provide support: Recognise that some individuals may require additional support during the transition period. Offer resources, training, and mentoring opportunities to help team members build confidence and competence in the new environment.
Celebrate milestones: Recognise and celebrate small victories along the way. Acknowledging progress boosts morale and reinforces the notion that change, though challenging, can lead to positive outcomes.
Our team performance programme helps individuals and teams unlock their potential through self-awareness while generating team success by understanding human behaviour. An individual who understands their team on a behavioural and emotional level enhances communication and cohesion within the team environment, which, when adapting to change as a team allows working together to generate positive outcomes!
So, there you have it. Change in the workplace is inevitable. However, by developing emotional intelligence and using tools to focus on the emotional culture throughout the change, we can navigate change with resilience. By understanding our own emotions, empathising with others, and leveraging effective communication and collaboration, we can thrive in the face of uncertainty.
We spend so much of our time in our workplace, that it becomes a huge part of us. Utilising emotions within this space is a key factor towards team success during times of planning and adapting.