0
0
This is part three of a three-part series that examines change and communication models, starting with a macro perspective of the organization as a whole, then narrowing down to teams and individuals. Subsequently, it looks across other aspects such as leadership and psychological safety, exploring how these elements impact organizations, teams, and individuals. In reality, this forms a complex jigsaw of interrelationships. Therefore, it is not the case that one model holds universal truth. Instead, we must consider how all these different factors interact within what is truly a complex, adaptive system of change.
The next models focus on the process of changing communication, change awareness, and the change process itself, zeroing in on the individual. These models explore personalities, learning, and communication preferences, marking a logical progression from examining the organization, to teams, and then to individuals. This approach recognizes the composite nature of these building blocks of organizational change.
MBTI and DISC
The Myers-Briggs Type Indicator (MBTI) and the DISC Assessment are both valuable tools for provoking self-awareness about preferences, styles, and differences between individuals. While one model may offer more detail than the other, and neither is 100% accurate, they are nonetheless useful for fostering awareness. These tools help us understand our focus on people or tasks, extroversion or introversion, language use, and primary motivators. By recognizing how people differ from us, we can start to take these differences into account and modify our approaches to improve cohesion, understanding, and awareness of each other’s needs. In this way, these models can be quite beneficial.
Goleman’s Leadership Styles
Daniel Goleman’s model of leadership styles is also extremely valuable. Once we understand the organizational changes, how teams function, and the individual personalities involved, leaders can select the most appropriate tools from their leadership toolkit. There is no one-size-fits-all approach, and it is crucial for leaders to be versatile and recognize which style is most effective under specific circumstances. This consideration is very individual, both for the leader and the audience, making Goleman’s work particularly useful.
Mental Health and Psychological Safety
The focus on mental health, resilience, and psychological safety is vital for our ability to understand ourselves, regulate our emotions, and be aware of our surroundings. Techniques that encourage meditation and mediation can be powerful aids in managing our thoughts, feelings, and overall being throughout the entire process of change. Although I touched on this topic in Part 2 when discussing teams, it’s equally relevant for individuals. Psychological safety at the individual level can vary greatly due to our unique past experiences, attitudes, values, behaviors, thoughts, and feelings. This variation underscores the need for personalized approaches in managing change effectively.
Tim HJ Rogers
Consult | CoCreate | Deliver
I support people and teams to grow, perform and succeed unlocking potential as a partner Consultant, Coach, Project and Change Manager. Together we can deliver projects and change, and improve the confidence, capacity, drive and desire of the people I work with.
ICF Trained Coach | MBA Management Consultant | PRINCE2 Project Manager, Agile Scrum Master | AMPG Change Practitioner | Mediation Practitioner | BeTheBusiness Mentor | 4 x GB Gold Medalist | First Aid for Mental Health | Certificate in Applied Therapeutic Skills
#people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands
