Download as PDF, PPTX
Uploaded byEsther Matte
Good grief: Facilitative leadership in Agile transformation initiatives
The document discusses the impact of grief in organizational settings, highlighting that grief can arise from both small and significant changes and influences interactions and productivity. It presents a grief cycle adapted from notable theories, providing strategies for helping individuals navigate through various stages of grief to foster acceptance and innovation. The emphasis is on creating a supportive environment through clear communication, collective intelligence, and patience during transitions.
More Related Content
Similar to Good grief: Facilitative leadership in Agile transformation initiatives
Good grief: Facilitative leadership in Agile transformation initiatives
- 1. Good Grief and Facilitativeleadership Welcome! Esther Matte CULTUREcon 2014 Boston, MA
- 2. Losing someone… or something… •Grief can also happen at work • Small changes, big changes: both initiate a grief process • Dealing with grief is mostly an individual process • In an organization, it influences interactions and productivity • When conscious of the grief process, people can help each other • Grief cycle is a healing cycle
- 3. MISS! • The worstchange I experienced in an organization. • Imposed • Not explained • No influence, no autonomy • What made it happen: H2H • Conversation • Connection
- 4. Adapted from Elizabeth Kubler-Ross,Harrison Owen and Genuine Contact™ Program Grief cycle
- 5. Agile News : Shock, Anger « Why? Urghhh!?! This is stupid and unnecessary! What’s going to happen to me? » ! Help : Clear explanation of why; not a good stage for training.
- 6. Denial « It’ll pass -just be patient. Let’s keep doing our job. Not much will change. » ! Help : Talk a lot about the change, clarify it’s pertinence, reassure but avoid talking about only positive aspects: recognize difficulty and effort needed
- 7. Memories « Hmm… Do youremember when…? We did a great job on that one! » ! Help : Listen, recognize and honour the past, DO NOT accuse people to be resistant to change
- 8. Acceptance « Things change. Iwant to know more about this. How is this going to work? »
- 9. Letting go « My expertisecan probably still be valuable and helpful. ! Will others help me? Will I have time to learn and adapt? How long will it take before I feel expert again? » ! Help : Ask for feedback, express gratitude, recognize expertise, involve people in something positive
- 10. Openness « I wonder howwe can make this work well or better than before… » ! Help : Invite people to share experiences and learn together, invite energy to create and innovate
- 11. Reframing « Lots of possibilitiesand opportunities to grow! » ! « Let’s try this… » ! « I wonder if we can make it even better? » ! Help: Celebrate!
- 12. Open Space Technologyis a great tool! It creates space for grief work AND for figuring out how to become agile in your organization.
- 13. WARNING: It isa cycle. If you try to skip a step, it’ll get you later! My Verchères-Manhattan-Bromont story
- 14. Listen with curiosity and compassion… ! Haveclear info and good conversations… ! Give it time… ! Create space for a common vision… Adapted from Elizabeth Kubler-Ross, Harrison Owen and Genuine Contact™ Program
- 15.
- 16. About Esther Matte,organizational coach and trainer in collaborative methodologies • Independent consultant for 20 years • Started in strategic communications, moved to facilitating collective work in the context of change and transformation • Works and teaches mobilization and development of teams, organizations, communities • How I work: • Use collective intelligence • Generate openness, authenticity and responsibility
- 17. About Ev Lagüe,Illlustrator ! Ev Laguë Illustratrice / illustrator -‐ evlague.tumblr.com -‐ -‐ cargocollec0ve.com/evlague -‐ ☎ 1 450 779-‐5535 @ evlague (at) outlook (dot) com
- 18.