Employee Engagement During Change

Are you frequently overwhelmed by worries, even about minor things? This could be a sign of anxiety. While anxiety is a common feeling involving unease, worry, or fear - particularly during periods of uncertainty, change, or high-stress situations - if not addressed, it can evolve to be pervasive. Anxiety can make it difficult to focus on our work and impact productivity and well-being. According to a study by Champion Health in the UK, 60% of employees experience some form of anxiety. This statistic is concerning, but what's more troubling is that many people suffer in silence, unaware or unwilling to acknowledge their struggles. Throughout my journey, I've encountered numerous moments where, in retrospect, anxiety was a silent battle for me. Externally, I appeared successful, but I was wrestling with persistent worries and self-doubt internally. Thankfully, with professional help and a supportive personal network, I've learned to manage these challenges better. My experiences have underscored the need to openly discuss anxiety and educate ourselves on coping mechanisms and support options. To get some practical insights and tips on this topic, I reached out to my friend Dana Berri. Dana is a licensed psychologist with expertise in applying Cognitive Behavioral Therapy (CBT) and Acceptance and Commitment Therapy (ACT) techniques. Here are 3 invaluable tips she shared on managing anxiety: 1. Befriend your anxiety and allow it to be: Contrary to the common advice we often hear telling us ‘not to worry’, a positive approach for managing anxiety involves intentionally allowing ourselves to explore these worries and letting the worry run its course. Ask yourself: ↳What am I thinking about right now? ↳On a scale of 1-10, how stressful do I feel? ↳Explore the worst-case and best-case scenarios and their probability. 2. Reframe your thoughts: Once you have identified these negative thoughts, try transforming them into more positive or constructive ones. E.g. ‘I will never be good at this’ to ‘This may be challenging now, but with practice, I can improve my skills over time.’ 3. Lean on problem-solving: Apply a problem-solving approach once you've identified and reframed negative thoughts. 1. Identify the Concern: ‘What's the specific concern that's causing anxiety?’ 2. Ask the Right Questions and focus on what’s helpful rather than what is right or wrong: Instead of dwelling on the worst-case scenario, redirect your focus. E.g. ‘What aspects of this situation are within my control?, is this thought helping me get what I want?’ 3. Set Realistic Goals: E.g. If you're anxious about an upcoming presentation, dedicate specific time to preparation. 4. Consider the Variables: Determine which variables you can influence and take action. E.g. You can’t control your manager’s mood, but you can plan to leave home early to avoid peak traffic. PS: Approach your feelings with kindness and curiosity. Image Credit: 6seconds.org

Career transitions can be as stressful as they are exhilarating. Our working lives are filled with twists and turns that test our resilience. As a fractional change leader, I've witnessed firsthand the impact of these pivotal moments on individuals' lives - and the bottom line. Here's three common career challenges and strategies to navigate them. ▶ Job Loss or Redundancy: It's a no brainer that job loss significantly impact mental health, with studies indicating an increase in depression and anxiety symptoms among individuals who experience unemployment. The American Psychological Association says maintaining a routine, staying connected with others, and seeking support from family, friends, or mental health professionals helps mitigate the negative effects. ▶ Promotion or Career Advancement: Did you know the majority people don't feel elated or excited at moving the next rung up? Imposter syndrome affects an estimated 70% of people. Harvard Business School suggests reframing negative thoughts, seeking feedback, and focusing on learning builds confidence in your abilities. ▶Company Restructuring, Divestment or Acquisition: Organisational change initiatives have a disproportionate impact on employee wellbeing. McKinsey & Company research highlights the importance of effective communication, employee involvement, and leadership support in successful change efforts. By fostering open dialogue, involving employees in decision-making processes, and demonstrating visible support from leadership, you CAN navigate change more effectively. These moments may test our resolve, but they also present opportunities for growth and transformation. What's your tips on how to manage these career transitions? #linkedinnewsaustralia #changemanagement #futurefitleders

Everyone wants change… until it gets uncomfortable. Transitions aren’t tidy. And the ones who evolve? They’re the ones willing to STAY IN THE DIFFICULTY. The space between the old you and the future you? That’s where the discomfort lives. And that’s exactly where growth happens. When we rush through it, we carry old patterns into new chapters. When we stay, we allow the discomfort to burn away what’s no longer aligned. ➡️ TRANSITION IS A LIMINAL SPACE A career change, a new identity, a pivot in purpose, they all require you to: • Sit in the unknown without forcing clarity • Let go of what once worked • Build new structures from the inside out It’s not just a change of job, title, or goals. It’s a rewiring of your inner operating system. I’ve felt this deeply in my own transitions, the tension between urgency and patience. ➡️ THE MINDSET SHIFT In transitions, don’t just ask: “What should I do next?” Instead, ask: “Who am I becoming?” “What part of me needs to be strengthened in this season?” “Where am I being invited to stretch, not solve?” For me, this question has been an anchor: “What would the future version of me choose in this moment?” ➡️ THE SOMATIC SHIFT Transition often feels like: • Tightness in the chest (uncertainty) • Fatigue or procrastination (internal resistance) • Mental fog (nervous system overload) My personal signal? Fatigue masked as indecision. When I feel it, I no longer push. I pause and ask, What do I need to feel safe to move forward? Don’t label it as laziness. Meet your body with presence and regulation. Breathe into the tightness. Walk with the uncertainty. Let your nervous system catch up to your new vision. ➡️ PRACTICAL LESSONS FOR TRANSITION SEASONS 1. Build your ‘Discomfort Dashboard’ Each time resistance shows up in transition, log it: • What triggered it? • Where did I feel it in my body? • What might this be protecting me from? This helps you track your growth edges instead of fearing them. 2. Replace the need for certainty with capacity Instead of saying “I need to know what’s next,” Try: “I’m building the capacity to hold what’s unfolding.” This reframe moves you from panic to presence, from control to trust. 3. Make a ‘Let-Go & Lean-In’ list Divide a page in two columns: • On the left: What am I letting go of? (Old roles, beliefs, behaviours) • On the right: What am I leaning into? (New values, vision, standards) This anchors the identity shift happening inside the transition. 4. Define your ‘Transition Code’ Choose 3 principles you’ll live by during this season. Examples: • I lead with curiosity, not control. • I trust discomfort is data, not danger. • I move forward even when clarity isn’t perfect. Keep them visible. Return to them often. P.S. Are you in the middle of a transition right now: career, identity, business? I’d love to know: what discomfort are you learning to sit with instead of escape? #MindsetMonday ♻️Repost to help others sit with their difficulty to win

In Feb 2024, a mid-sized company was on the brink of collapse. Employee morale was at an all-time low, turnover rates were climbing, and competition was leaving them in the dust. The leadership team was overwhelmed, unsure how to navigate the storm. That’s when our team stepped in. We knew the organization had untapped potential—it just needed a strategy rooted in the 5 Pillars of Organizational Development (OD) to unlock it. Here’s how we partnered with them to create a transformation: 1. Leadership Development: We began by identifying gaps in leadership skills. Through tailored training programs, we turned managers into inspiring leaders capable of guiding their teams with clarity and purpose. The shift was immediate—teams felt motivated and aligned with a shared vision. 2. Culture Alignment: The company’s values were disconnected from its day-to-day operations. We conducted workshops to redefine their mission and integrate these values into every aspect of the organization. Employees now felt a renewed sense of purpose and belonging. 3. Workforce Development: Recognizing the need for upskilling, we rolled out a series of training programs to enhance technical skills and soft skills. Employees were equipped to take on new challenges, and their confidence soared. 4. Change Management: Resistance to change was a major roadblock. We implemented a structured change management plan that included transparent communication, training, and leadership support. This helped employees navigate transitions with ease and resilience. 5. Performance Management: We introduced clear performance metrics and a feedback-driven culture. Employees received regular coaching, and successes were celebrated. This approach created accountability and fostered a sense of achievement across the board. Within months, the organization saw a complete turnaround. Productivity increased, employee engagement hit record highs, and they reclaimed their position as a leader in their industry. Organizational Development isn’t just about fixing what’s broken—it’s about building a sustainable framework for growth and success. What challenges does your organization face? Let’s talk about how we can help you transform your workplace! #OrganizationalDevelopment #LeadershipTransformation #CultureAlignment #WorkforceDevelopment #ChangeManagement #PerformanceExcellence #BusinessTurnaround

The biggest mistake leaders make with autonomy? Thinking it's optional. It's not. I see this pattern everywhere: → Crushing initiative with bureaucracy → Treating employees like robots → Micromanaging every decision Your people aren't resources. They're your competitive advantage. When you strangle autonomy: • Innovation dies • Top talent leaves • Motivation crumbles I've coached hundreds of CEOs through this. The successful ones understand: → Autonomy drives ownership → Ownership fuels innovation → Innovation creates growth But here's what matters most: You can't fake autonomy. You can't partially grant it. You can't take it back without consequences. It requires: → Genuine delegation → Clear boundaries → Real trust The companies that thrive aren't the ones with tight control. They're the ones where employees: • Take risks • Make decisions • Own outcomes So ask yourself: Am I building a team of owners, or a group of permission-seekers?

A peculiar phenomenon plays out in organizations: leaders, often unconsciously, design their roles to maximize their own importance rather than their team’s effectiveness. A senior executive recently shared, “I feel like my team waits for me to make every decision.” This wasn’t a complaint—it was an observation. The underlying problem? A system that rewarded dependency rather than autonomy. This is the paradox of leadership: the more decisions you make, the less effective your leadership becomes. The best leaders are architects, not firefighters. They design environments where good decisions happen without their constant intervention. This requires: Strategic Silence – Resisting the urge to answer immediately, creating space for others to think. Process Over Personality – Replacing ad-hoc decision-making with frameworks that empower teams to act independently. Discomfort as a Signal – Recognizing that unease when delegating is often a sign of growth, not failure. Organizations don’t suffer from a lack of intelligence, but from a lack of designed autonomy. Leaders who solve this problem shift from being indispensable to being truly impactful. How do you create a system where decisions happen without your direct involvement? #Leadership #DeepWork #SystemsThinking #Ownership

Your Sunday anxiety is costing you more than you think. Not just sleep. But your health, relationships, and overall performance. I've coached hundreds of high-performers through career transitions. The pattern is always the same: They tell themselves it's "just stress." They convince themselves it'll get better. They wait for the "right time" to leave. Meanwhile, their bodies keep score: — Insomnia becomes their norm — Their family gets what's left of them — Their confidence quietly erodes The reality is... If you dread Monday on Friday, you're in the wrong place. Signs it's time to move: • You've stopped learning • Your values clash with leadership • Your contributions go unrecognized • You feel like you're playing small • Your health is suffering But what about the job market? Is now really a good time to leave? I hear you. The market IS brutal right now. 100s of applications. Being “ghosted” in many cases. You need to approach it with a strategy and plan. Jobs are still being posted, and people are being hired into those jobs. But you need to do things differently from everyone. Here's what actually works: — Targeted vs. “spray and pray” approach — Identify hiring leaders & peers (not just HR/recruiting) — Send value-driven messages to those people — Show how you solve their specific problems — Focus on personalization, not desperation Build while you search: — Document your wins weekly — Expand your network strategically — Share your expertise online — Help others without expecting returns Protect your energy: — Set boundaries with your current role — Do activities daily that energize you — Talk to someone who gets it — Remember: this is temporary You didn't climb to six figures by settling. Don't start now. That peaceful sleep you're craving? It's not a luxury. It's your right. And it's waiting for you at a company that sees your worth. The only question is: How much longer will you wait to claim it?

Most clients expect career uncertainty. They don’t expect relational loss. Your clients are losing more than their job titles during career transitions. Here's what most career professionals miss: We spend time on resumes, networking strategies, and interview prep. But we rarely address the relationship shifts happening beneath the surface. Your clients are navigating 5 major changes that catch them completely off guard: 1/ The advice givers go quiet Their network was built around their old role. People literally don't know how to support them in this new direction. Watch for clients who feel suddenly isolated from their usual sounding boards. 2/ Work friends feel like strangers The shared language is gone. Some friendships were circumstantial, real ones will adapt. Help clients distinguish between the two and adjust expectations accordingly. 3/ Family stops understanding their choices To family, it looks like "starting over." They're concerned and protective, which comes out as questioning and doubt. Coach clients through managing family anxiety alongside their own. 4/ New connections feel transactional Industry meetups and networking events feel superficial at first. Depth comes from shared experience, not shared industry. Prepare clients for this adjustment period. 5/ Their energizing peer group starts to drain them They've changed, their old peers haven't. They need people on their path, not people anchored in their past. Help them recognize when it's time to seek new peer groups. The resume gets them in the door. But addressing these relationship shifts? That's what helps them stay confident and connected throughout the entire transition. Are you talking through relationship dynamics with your clients? 🎯 Ready to deepen your career coaching impact? Join my free masterclass: https://lnkd.in/epyeuSwU ______ 📎 Share this to help fellow career professionals address the whole transition 🔔 Follow Dr. Heather Maietta - Coach for Career Coaches for insights that strengthen your client support

With so much transition happening around us, a common thread/word that keeps popping up during our calls with clients and candidates is: Feeling Anxious vs Feeling Anxiety. A few gentle reminders regarding them both: Anxiousness vs Anxiety: Practical Strategies for Each Distinction - Feeling Anxious:  - Situational, temporary, often tied to a specific event (e.g., interview, pitch) - Anxiety (Disorder):  - Persistent, excessive worry that disrupts daily life, often without a trigger. Reducing Anxiousness (Temporary, Situational) - These are in-the-moment resets for when the body says “panic,” but the brain still has a vote:   1. Name It to Tame It – Labeling emotions reduces their power. 2. Box Breathing (4-4-4-4) – Inhale 4s, hold 4s, exhale 4s, hold 4s. 3. Change Your State – Move your body to clear cortisol and adrenaline. 4. Reframe the Narrative – 'I’m not nervous—I’m energized.' 5. Sensory Grounding (5-4-3-2-1) – Bring your brain back into the present. Reducing Anxiety (Persistent, Chronic) - This is where emotional hygiene becomes leadership hygiene:   1. Cognitive Behavioral Therapy – Challenges distorted thought patterns. 2. Daily Mindfulness – 10 minutes/day can reduce amygdala activity. 3. Limit Stimulants – Reduce caffeine to avoid mimicking anxiety symptoms. 4. Consistent Sleep Hygiene – Prioritize wind-down rituals and routine. 5. Professional Support – For clinical anxiety, refer to licensed therapists.   Leadership Takeaway - Don’t dismiss anxious moments. - Help clients or teams build coping skills and awareness. - Anxiety is not weakness. It’s a signal. Your response is the strength. Follow me for more, and reach out to see how to shift from feeling anxious/anxiety to one of psychological safety.

🔁 Change is inevitable, but losing your culture doesn’t have to be. When organizations face disruptions, growth, mergers, or restructuring, the instinct is often to act fast. But speed without cultural clarity can shake the very foundation that holds your people together, which is why I wrote, “Leading Through Change Without Losing Your Cultural Identity.” In the article, I share five intentional strategies to help organizations — public and private — protect the values, traditions, and people-first leadership that make their cultures worth preserving. 📌 Define and reaffirm your values 📌 Communicate transparently (and often) 📌 Lean on leaders as cultural stewards 📌 Adapt traditions to new realities 📌 Measure and act on employee sentiment Culture isn’t just a vibe — it’s your anchor during uncertainty. If you're navigating a significant shift and want to ensure your culture stays intact, this piece is for you. I'd love to hear how you're leading through change and what traditions you're holding onto. Read the full article.👇🏾 💬 Let’s connect — I’m always up for a conversation on culture and change! #LeadershipDevelopment #OrganizationalCulture #ChangeManagement #DEIA #PublicSectorLeadership #CultureMatters #ConcerningLearning