{"id":4707,"date":"2024-06-03T08:20:09","date_gmt":"2024-06-03T02:50:09","guid":{"rendered":"https:\/\/atmanramayana.foundation\/journal\/?p=4707"},"modified":"2024-06-03T19:59:23","modified_gmt":"2024-06-03T14:29:23","slug":"how-to-embrace-change-using-emotional-intelligence","status":"publish","type":"post","link":"https:\/\/atmanramayana.foundation\/journal\/how-to-embrace-change-using-emotional-intelligence\/","title":{"rendered":"How to Embrace Change Using Emotional Intelligence"},"content":{"rendered":"
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Have you ever reacted to organizational change by rolling your eyes and quietly saying to yourself, \u201cHere we go again\u201d? Or by not so quietly telling others, \u201cHaven\u2019t we tried this before?\u201d?<\/p>\n

Changes at work can be emotionally intense, sparking confusion, fear, anxiety, frustration, and helplessness.\u00a0Experts have\u00a0even said\u00a0that the experience of going through change at work can mimic that of people who are suffering from\u00a0grief over the loss of a loved one. Because change can be so physically and emotionally draining, it often leads to\u00a0burnout\u00a0and puts into motion an insidious cycle that\u00a0leads to even greater resistance to change.<\/p>\n

No one wants to be an obstacle to change, instinctively resisting any new initiatives or efforts. It\u2019s not good for you, your career, or your organization. Improving your adaptability,\u00a0a critical emotional intelligence competency, is key to breaking this cycle. Fortunately, this is a skill that can be learned. In fact, in our work as coaches, it\u2019s often a priority for our clients. They\u2019re tired of feeling frustrated and angry about changes at work, and they want to be seen as adaptable rather than resistant.<\/p>\n

Next time your organization introduces a big change, consider these four emotional intelligence strategies to help you\u00a0embrace\u00a0<\/em>the change rather than\u00a0brace\u00a0<\/em>for\u00a0<\/em>it:<\/p>\n

Identify the source of your resistance.<\/h3>\n

Understanding the underlying\u00a0reasons for your resistance\u00a0requires a high level of\u00a0self-awareness. For example, if you\u2019re resisting because you\u2019re worried that the change will make you look incompetent, you can create a learning plan for the new skills you will need in order to be successful. Or, if you\u2019re concerned that the change will interfere with your autonomy, you can ask the people leading the effort how you can be involved in the process. Even if you don\u2019t like the direction the organization is moving, being involved in the implementation may help you regain a sense of control and reduce your urge to resist.<\/p>\n

Question the basis of your emotional response.<\/h3>\n

Our emotional reactions to change often reflect our interpretations \u2013 or \u201cstories\u201d \u2013 that we convince ourselves are true. In actuality, our stories are often subconscious and seldom in line with reality. Ask yourself:\u00a0What is my primary emotion associated with this change? Is it fear, anger, frustration?\u00a0<\/em>Once you identify the emotion, ask what that\u2019s about?\u00a0What do I believe to be true that\u2019s making me angry\/fearful\/frustrated?\u00a0<\/em>This type of questioning helps to illuminate the stories driving our emotions and influence our perceptions.<\/p>\n

As an example, a senior executive in the transportation industry identified her intense emotional reaction as anger. As she continued to question the basis of her anger, she discovered an underlying story: she was powerless and a victim to the impending change initiative. With this new awareness she was able to separate her emotional reaction and \u201cstory\u201d from the actual events. This allowed her to identify several options to take on new leadership responsibilities for a major aspect of the change initiative. With these new opportunities to take back her power, her mentality shifted from thinking that the changes were happening to her, to focusing on how she could take on a leadership role that would create new opportunities for both her career and the organization.<\/p>\n

Own your part in the situation.<\/h3>\n

It\u2019s not always easy to fess up to the part we play in creating a negative situation. A self-aware person reflects on how their attitudes and behaviors contribute to their experience of the change. For example, let\u2019s say that you\u2019ve noticed yourself becoming increasingly and more immediately tense each time you hear of a new change. Practicing mindfulness will allow you to examine your feelings and how they are affecting your attitude. Any negativity or pessimism is going to impact your behavior, performance, and well-being (and not in a good way). By reflecting on how your initial reaction contributes to a negative chain of events, it\u2019ll be easier to adjust your attitude to be more open to considering new perspectives, which will ultimately\u00a0change the way you react to everything.<\/p>\n

Turn up your positive outlook.<\/h3>\n

Things may feel a little bleak when you don\u2019t agree with a new change, but\u00a0studies show\u00a0that having a positive outlook can open us up to new possibilities and be more receptive to change. Asking yourself a few simple questions will help you think more optimistically. First, ask yourself\u00a0Where are the opportunities with this change?\u00a0<\/em>And then,\u00a0How will these opportunities help me and others?\u00a0<\/em><\/p>\n

For example, one of our clients recently went through a major organizational change. Over the previous 18 months, he had led the turnaround and sale of a division for his former company and had just accepted a new role as President with a new firm. He knew this wasn\u2019t something he would\u2019ve been able to do a few years earlier. But he had worked hard to move from being a \u201cproblem solver\u201d to an \u201copportunity finder.\u201d He explained how our work together prepared him: \u201cI was always playing defense, focusing on how to minimize our exposure or losses in any situation. As we began to shift my focus from how to minimize losses to find opportunities, everything changed. I shifted from playing defense to offense. I began to see opportunities that were invisible to me before. Now, it\u2019s hard-wired into how I think.\u201d<\/p>\n

The ability to quickly and easily adapt to change is often a competitive advantage for a leader. Next time you feel yourself resisting, use the four approaches above to build momentum and psychological energy for you and others. Make the intentional choice not just to embrace change but to positively propel it forward.<\/p>\n<\/div>\n<\/div>\n

By Kandi Wiens and Darin Rowell<\/p>\n","protected":false},"excerpt":{"rendered":"

Have you ever reacted to organizational change by rolling your eyes and quietly saying to yourself, \u201cHere we go again\u201d? Or by not so quietly telling others, \u201cHaven\u2019t we tried this before?\u201d? Changes at work can be emotionally intense, sparking confusion, fear, anxiety, frustration, and helplessness.\u00a0Experts have\u00a0even said\u00a0that the experience of going through change at<\/p>\n","protected":false},"author":1,"featured_media":4731,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[313],"tags":[522,528],"class_list":["post-4707","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-wellbeing-talks","tag-emotional-intelligence","tag-resilience","enable-dropcap","disable-2-columns"],"acf":{"wellbeing_talks_video_link":""},"yoast_head":"\nHow to Embrace Change Using Emotional Intelligence - https:\/\/atmanramayana.foundation\/journal\/<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/atmanramayana.foundation\/journal\/how-to-embrace-change-using-emotional-intelligence\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Embrace Change Using Emotional Intelligence - https:\/\/atmanramayana.foundation\/journal\/\" \/>\n<meta property=\"og:description\" content=\"Have you ever reacted to organizational change by rolling your eyes and quietly saying to yourself, \u201cHere we go again\u201d? 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