- The coverage plan for a key employee’s maternity leave is toppled when the named successor unexpectedly accepts an offer from a competitor and leaves the firm.
- The author’s original manuscript and digital back-up is corrupted prior to saving the last week’s work.
- The baseball team’s star pitcher is traded for a handful of prospects.
- An external candidate is hired for the leadership role that seemed a shoe-in for the loyal internal applicant signaling a change in organizational strategy.
- An unexpected health issue derails personal and professional goals.
The examples are endless. In each case, something has been lost and new realities require adaptation. The coping trajectory demands that both tasks be addressed. The way each of us addresses these two tasks differs according to our personalities, histories, and emotional wellness. Some people spend the majority of their energy trumpeting the outrage of the struggle while waiting as long as possible to begin problem solving. Others simply acknowledge the pain and quickly get on top of the resolution steps. Whatever your style, make sure to master both phases of the transition.
Mourn the Loss (Name the Pain)
What specifically has changed? How does the loss impact me and my team? How do I feel about the new situation? What people, tools, and resources are most crucial in this moment?
Refocus on New Circumstances (Work the Problem)
In light of the new information, what are the adjusted priorities? How do we best triage the next steps to adapt? What do I need most from my teammates to be successful? How can I best lend support to the transition process?
Chances are you have been through something similar in the past. Likewise, you will navigate like experiences in the future. Bookmark the lessons from your journey. Although it takes many forms, change is change and the recipe for managing it has the same ingredients. Look backward and acknowledge the struggle. Find a way to move forward with clarity. Master the transition.
