Change Management: 2

To me, one of the obvious temptations of the change management course is to make it too much about yourself. That revelation in itself is part of the learning curve – for me. Clearly, much of the work in the course involves questions, reflection and further thinking, and those mental actions will need candidates to look back over their professional career. When reading through and thinking about aspects of the course such as Maslow’s Hierarchy of Needs and the MBTI neurotypes, the natural tendancy for some is to reach into personal anecdotal history and past experiences. Is this healthy? It seems to be an unavoidable part of it (a feature, rather than an error) but should we strive to be as objective as possible? When the reflection turns into soul-searching and becomes subjective to the point it clouds the benefits, I would caution against proceeding and at that point mandate a step back. I’m not sure right now how you take that step back – read anew, after a walk, or breathe and reframe?

In the mode of a private journal, the work can veer easily into confessional, self-flagellation and opprobrium. ‘Mistakes were made’, as the saying goes, but there are likely many victories too. The section that looks at change and individual might not quite as useful to the candidate if the only individual you consider during the course is you. It is better, healthier and more productive to absent yourself as you learn, at least in the emotional investiture you put in. When you learn something and realise something that you might not like to hear, it can then be taken on board in a much less hurtful way.

Published by gurdeepmattu

I’m an author and publisher. I live and work in London and am the author of “Sons and Fascination” (2011, Paperbooks). It's available here:

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