In the past 18 months, I lost three long-term team members. One died unexpectedly of a heart attack, and two left for different careers.
Each loss was deflating… why did this happen to me?
As I transitioned unknowingly through Elizabeth Kübler-Ross’ five stages of grief (shock and denial, anger, despair, possibility, and acceptance), here’s what I discovered:
Change doesn’t just happen to us; Change happens for us.
Admittedly, I had become inattentive with my team, because everyone masterfully owned their own lane. The problem? No one entered anyone else’s lane.
I had failed to cross-functionally train myself and others. So when I lost these key people, chaos and uncertainty ensued.
Eventually I took responsibility:
I learned everyone’s job – I got into each lane!
I then eliminated the lanes – now, no one owns just one area
We started documenting all of our processes in job aides, quick guides, and videos
I launched a cross-training initiative, replete with shadowing and mentoring
And then I reinvented our structure: everyone on the team will know how to do any role to support a client and each other at any time.
The result? More connection, collaboration, and confidence within my team!
When change happens to us:
- We become victims
- We are at the mercy of circumstances
- We feel disempowered
- We get stuck, longing for how it used to be
When we allow change to happen for us:
- We can reinvent
- We learn and discover
- We feel empowered
- We aren’t stuck; we’re growing
People say they hate change. Perhaps we just need to embrace the opportunities that change offers us.
As John Lennon said, “Everything will be OK in the end. If it’s not OK, it’s not the end.”
