Thank you Suzanne for sharing. It really resonates with me. much Love Anna Caroline
Anna Caroline Türk + 49 (0) 176 248 72254 Skype: AnnaCarolineTuerk www.TruthCircles.com > On 10 Jun 2016, at 20:13, Suzanne Daigle via OSList > <oslist@lists.openspacetech.org> wrote: > > Dear Karolina, > > I am sure I am stating the obvious in what I am writing. I am not providing > solutions, answers or recommendations. Nonetheless, perhaps some of what I've > described will be useful, added to what others have contributed. > > Without knowing what the news is or how much people will be impacted by it > (job losses, changes in roles and responsibilities, sale of a company or a > division, relocation, reasons for the board to be making the decision > (imposed or by choice), financial decision, market, etc? - my inclination is > to focus on sharing the facts as directly and simply as possible, explaining > the context of what led to the decision and what's known and not known. > > Perhaps some people will view this major change as positive for themselves > whereas others will see it as a major loss. A mix of guilt and fear, anger, > frustration, hope, relief because some individuals sensed it was coming > whereas for others, it came as a complete surprise. All these reactions can > happen at the same time. Nothing predictable. We need to make space for those > reactions without creating an event to do so. In a business as usual sort of > way that is respectful. There will be time later to focus on the future. > > Without judging the circumstances and as much as we would want leaders and > their senior teams to be involving people broadly on critical decisions and > major changes, we all know that this rarely happens. The fact that this major > change was known by the board "some time ago" and has not been shared until > now needs to be explained. If not, then the distrust will be even greater and > any overtures to invite, involve and include will be met with great > skepticism and distrust. Individuals on the receiving end also need time to > understand and process the information. When we hear bad news the first time, > we don't quickly understand it, nor do we hear it accurately. Too many > emotions. > > To further compound it, once leaders have made their decisions and are ready > to announce, how soon they forget what it was to not know, to live with the > uncertainty, the fear, etc. They are ready to move on when others are not; > they want to mitigate the negative impact to the business and forget to leave > time and space for people to have their own "aw shit" moments, alone and > together. > > How often I have seen leaders and others misjudge the early negative > reactions when people on the receiving end are trying to absorb bad news. > Applying labels like "not a team player" or "immature". Applauding those who > seem to be more in control of their emotions when in fact, the opposite is > true; they are just as aggrieved if not more as the others. > > So Karolina as I describe all this, perhaps what I'm saying is that "less is > more". No similar stories (they will never feel like their own story), no > designing the "best experience for change" just giving people the facts and > some room to breathe and absorb. Inviting leaders "to let go" is a mammoth > task but surprisingly when people are given time and space to vent, space > seems to open for a new future to be created. > > Thank you Karolina for asking us. I appreciated the opportunity to relive > experiences from my past -- before I had ever heard of Open Space. It > reminded me of the great value of "not doing" versus "doing too much, too > fast". > > Suzanne > > > Suzanne Daigle > Open Space Facilitator > NuFocus Strategic Group > > FL 941-359-8877 > Cell: 203-722-2009 > www.nufocusgroup.com > s.dai...@nufocusgroup.com > Twitter @Daiglesuz > > >> On Thu, Jun 2, 2016 at 9:53 AM, Karolina Iwa via OSList >> <oslist@lists.openspacetech.org> wrote: >> dear group, >> >> i am seeking advice and stories. >> >> on monday i have a meeting with the board of a company we've been supporting >> for the last year in their growth. some time ago they decided to make a >> major change (cannot get into more details at this point), which most >> probably a. will make quite some people in the company experience negative >> emotions and b. is coming quite unexpectedly. >> >> the board intends at designing the best change experience they can in the >> moment of communicating the changes and after. >> >> we intend to open the space after the news has been shared + the reasons >> behind it & consequences for the company & employees have been communicated, >> so i am wondering - from your experience: >> >> - what would be similar stories you took part in / heard of? >> - what can be helpful / should we pay attention to while preparing the >> meeting for the board and with the board preparing the whole organisation >> meeting? >> >> thanks in advance for sharing. >> >> karolina. >> >> >> >> ____________________________________ >> >> karolina iwa >> social innovation >> senior facilitator >> blog I twitter I linkedin >> +49 15774 932193 >> ____________________________________ >> >> >> >> >> _______________________________________________ >> OSList mailing list >> To post send emails to OSList@lists.openspacetech.org >> To unsubscribe send an email to oslist-le...@lists.openspacetech.org >> To subscribe or manage your subscription click below: >> http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org >> Past archives can be viewed here: >> http://www.mail-archive.com/oslist@lists.openspacetech.org > > _______________________________________________ > OSList mailing list > To post send emails to OSList@lists.openspacetech.org > To unsubscribe send an email to oslist-le...@lists.openspacetech.org > To subscribe or manage your subscription click below: > http://lists.openspacetech.org/listinfo.cgi/oslist-openspacetech.org > Past archives can be viewed here: > http://www.mail-archive.com/oslist@lists.openspacetech.org
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