WEBVTT 1 00:00:03.680 --> 00:00:09.119 Welcome to Idemics Performance and Wellness, where world leading coaches and scientists explain how 2 00:00:09.160 --> 00:00:16.719 their research can help you achieve your personal and professional goals. Foster hi It's 3 00:00:16.760 --> 00:00:21.359 Sanjayanti, co founder and CEO of Idemics Coaching. Coaching has played an important 4 00:00:21.440 --> 00:00:24.440 role in my life. It's helped me through my journey to become a powerful 5 00:00:24.519 --> 00:00:29.519 leader, mother and wife. IDMX coaches help you increase your self awareness, 6 00:00:29.600 --> 00:00:33.359 improve your problem solving skills, and evolve your habits to achieve your goals, 7 00:00:33.679 --> 00:00:36.920 all things I'm grateful to have learned and done through my own coaching journey. 8 00:00:37.399 --> 00:00:41.640 Our easy one minute assessment matches you with an Idemics coach that best fits your 9 00:00:41.679 --> 00:00:46.359 needs and values. Each Idemics coach is vetted and experienced. It helps clients 10 00:00:46.399 --> 00:00:50.799 mad and achieve their wellness, professional and business goals. If you or someone 11 00:00:50.840 --> 00:00:56.200 you know could benefit from coaching, visit our website at www dotidemics dot com. 12 00:00:56.520 --> 00:00:59.759 We also know that not everyone can invest in coaching right now, and 13 00:00:59.840 --> 00:01:03.920 that's what we provide free coaching in our Coach Shorts episodes. If you think 14 00:01:03.920 --> 00:01:07.359 someone you know would benefit from it, please share a podcast with them. 15 00:01:07.760 --> 00:01:14.239 Thanks for listening and see you next time. Welcome to Coaches. You need 16 00:01:14.480 --> 00:01:19.760 a podcast short designed to be demystified coaching and help you our audience understand what 17 00:01:19.840 --> 00:01:23.280 coaching is and how it can help you. I'm your host, Jamie, 18 00:01:23.480 --> 00:01:29.400 and today I'm delighted to be here with coach Renee to discuss responding to organizational 19 00:01:29.519 --> 00:01:34.280 change, which is a segment from her new book, Crush It Conquer Workplace 20 00:01:34.439 --> 00:01:38.319 Challenges. Thank you so much, Renee for being with us here today. 21 00:01:38.680 --> 00:01:42.000 Thank you for having me. Coach Renee has been coaching for three years, 22 00:01:42.000 --> 00:01:48.799 but she has a long career in asset management and particularly managing very large teams, 23 00:01:49.319 --> 00:01:53.920 including a transformational team, and find finding the best ways to invest in 24 00:01:55.000 --> 00:01:59.480 growing those teams with the right coaching and the right training. Her clients are 25 00:01:59.519 --> 00:02:06.159 young profitionals and middle management, so welcome again. Thank you. I would 26 00:02:06.159 --> 00:02:10.319 like to open today's podcast with the quote that you that you shared at the 27 00:02:10.360 --> 00:02:16.719 beginning of this chapter on organizational change and handling organizational change, because I think 28 00:02:16.719 --> 00:02:22.439 it summarizes really well what we're going to talk about very briefly here today, 29 00:02:22.960 --> 00:02:25.719 and that quote is a quote by Socrates. It's the secret of change is 30 00:02:25.800 --> 00:02:30.919 to focus all of your energy not on fighting the old, but on building 31 00:02:31.039 --> 00:02:36.400 the new, which is beautiful. So why don't we go ahead and get 32 00:02:36.439 --> 00:02:39.639 started and just talk a little bit, and why don't we define and you 33 00:02:39.680 --> 00:02:44.000 know, what is it? How do we think about what is organizational change 34 00:02:44.479 --> 00:02:50.599 and why is it important for organizations? Okay, yeah, so organizational change 35 00:02:50.680 --> 00:02:53.960 it happens all the time in the workplace, right, and it it is 36 00:02:54.159 --> 00:03:00.240 necessary because we could be operating inefficiently, right, and so management has to 37 00:03:00.319 --> 00:03:06.520 look out and see how can we create efficiencies with what we're doing. It 38 00:03:06.560 --> 00:03:13.840 may be manual processes that we need to automate or potentially move processes to another 39 00:03:13.919 --> 00:03:17.800 team. And so it does happen a lot. People don't love it when 40 00:03:17.800 --> 00:03:23.120 it happens. And you know, in asset management in the industry, over 41 00:03:23.159 --> 00:03:29.919 the past five years, there's been what they call a transformational change, and 42 00:03:30.000 --> 00:03:35.479 so there is a lot of change and it happens frequently. So you need 43 00:03:35.520 --> 00:03:39.599 to think about how can you like change, right, because it's going to 44 00:03:39.680 --> 00:03:45.759 happen a lot. So instead of being fearful, think about how you can 45 00:03:45.800 --> 00:03:53.719 adapt to change in your organization. Yeah, I feel like I personally realized 46 00:03:53.919 --> 00:03:58.280 very late in life there was a lot of things that just in general, 47 00:03:58.360 --> 00:04:00.360 let's take it outside of the organization, just in general, I think as 48 00:04:00.400 --> 00:04:05.800 we as human beings, it's sometimes it's the fact that there's change itself that 49 00:04:05.840 --> 00:04:10.400 we don't like. It's not really what the change is, and in fact, 50 00:04:10.439 --> 00:04:12.919 we don't actually dissect and think about it. It's just like, oh, 51 00:04:13.000 --> 00:04:16.800 but this is different, yes, And I feel like I myself as 52 00:04:16.920 --> 00:04:19.639 you know my you know, I've gone, I got married, I had 53 00:04:19.720 --> 00:04:24.319 kids, you know, went through all these life changes, right, and 54 00:04:24.439 --> 00:04:29.600 didn't embrace it in the way that I should have. So, you know, 55 00:04:29.639 --> 00:04:35.920 I'd love to hear your thoughts on how someone should approach embracing change and 56 00:04:35.959 --> 00:04:42.079 adapting to change, particularly in an organizational context. Okay, So I think 57 00:04:42.120 --> 00:04:46.199 the first thing is getting comfortable with change, right, And I've heard a 58 00:04:46.199 --> 00:04:50.279 lot about this, and some of the things you can try to do is 59 00:04:50.839 --> 00:04:56.600 make change in your everyday life. Right, Like maybe you take the same 60 00:04:56.680 --> 00:05:00.240 route to work every day. I'm pretty much a creature of how it, 61 00:05:00.399 --> 00:05:04.399 so I may walk to work the same way every day, right, and 62 00:05:04.480 --> 00:05:11.560 so we do these same things every day. Change it because then once you 63 00:05:11.720 --> 00:05:15.839 do that, you start to become comfortable with change, right, And I 64 00:05:15.879 --> 00:05:19.279 think it's the same thing in the workplace, Like we get so comfortable we 65 00:05:19.319 --> 00:05:23.360 go to work every day and it's like, Okay, I know I have 66 00:05:23.480 --> 00:05:27.680 to do these things. I know I have to report to this person or 67 00:05:28.040 --> 00:05:33.360 these people report to me. But try to think about that differently and does 68 00:05:33.399 --> 00:05:38.279 it make sense? Right? I always try to go into work now thinking 69 00:05:38.360 --> 00:05:43.279 about what is working, what is not, and what can we do to 70 00:05:43.319 --> 00:05:47.519 make it better. So if you're always thinking that way, then change becomes 71 00:05:47.560 --> 00:05:54.160 easier. I think it becomes something more that you can embrace if you look 72 00:05:54.199 --> 00:05:59.519 at it with a lens of progress exactly. Yes, you can look back 73 00:05:59.560 --> 00:06:01.920 and say, well, look at all that we've been through, you know. 74 00:06:02.120 --> 00:06:05.240 And I always like to look at it as a journey, right, 75 00:06:05.319 --> 00:06:10.480 Okay, I started here and things were okay, but then we made this 76 00:06:10.600 --> 00:06:15.759 change, and now look where we've come to. We're at such a much 77 00:06:15.800 --> 00:06:19.959 better place, and we can always think about how we can make things better. 78 00:06:20.600 --> 00:06:24.759 So that's how I try to look at it now. Instead of a 79 00:06:24.800 --> 00:06:28.120 few years ago, I would say about four years ago, which I talk 80 00:06:28.160 --> 00:06:31.920 about in the book, I had a change happened to me and I didn't 81 00:06:32.120 --> 00:06:36.480 like it. Right. I didn't handle it well. I wasn't comfortable with 82 00:06:36.519 --> 00:06:42.439 it, and I think back to Okay, but what did I learn from 83 00:06:42.480 --> 00:06:46.839 that? And now I'm a very different person because I went through that change. 84 00:06:48.279 --> 00:06:55.240 Are you comfortable speaking on a little more detail about that change and sort 85 00:06:55.279 --> 00:06:59.879 of what stages you went through to get to this place where you're at? 86 00:07:00.120 --> 00:07:04.240 Okay? Okay. So I was asked a few years ago in the workplace. 87 00:07:04.279 --> 00:07:11.360 I was managing a large team and I was called into my boss's office 88 00:07:11.399 --> 00:07:15.000 and he said, Renee, we're making a change. I was heading up 89 00:07:15.439 --> 00:07:19.279 a client service team, and he said, we are bringing someone in new 90 00:07:19.839 --> 00:07:24.759 who's going to be taking over the management of the team, and we want 91 00:07:24.800 --> 00:07:30.319 to move you into a transformation role, so you won't be managing anyone. 92 00:07:30.639 --> 00:07:36.480 You're going to be digitizing client service processes. So I said, okay, 93 00:07:36.680 --> 00:07:41.920 well I like technology, and he said, yeah, you talked about how 94 00:07:41.959 --> 00:07:45.160 you like technology, so we thought you would be great at this role. 95 00:07:45.199 --> 00:07:48.040 And I thought, but I manage a client service team, right, And 96 00:07:48.720 --> 00:07:54.639 I liked the team that I was managing. I had already taken them through 97 00:07:55.240 --> 00:08:00.120 a lot of change, and so it was really upsetting to me. I 98 00:08:00.160 --> 00:08:05.519 actually left the office that day to deal with my emotions. I didn't want 99 00:08:05.519 --> 00:08:07.720 to deal with them in the in the office. And it's funny. I 100 00:08:07.759 --> 00:08:13.519 talked to my at the time twenty two year old daughter and you know, 101 00:08:13.839 --> 00:08:16.319 said, oh my god, I can't believe this is happening to me. 102 00:08:16.000 --> 00:08:20.879 And it was funny. She said something to me like, well, mom, 103 00:08:20.160 --> 00:08:24.519 it's not what happens to you, it's how you react to it. 104 00:08:24.959 --> 00:08:28.240 Your twenty two year old sila, Yes, this is yeah then twenty two, 105 00:08:28.279 --> 00:08:33.080 and I thought, wow, that makes a lot of sense. But 106 00:08:33.200 --> 00:08:37.720 I didn't really listen at the time. I still went home. I was 107 00:08:37.879 --> 00:08:41.360 very upset. I you know, I called HR. I did all like, 108 00:08:41.399 --> 00:08:45.720 how could they do this to me? I'm managing this team and you 109 00:08:45.720 --> 00:08:50.159 know, how could they do this? I don't understand. And then I 110 00:08:50.279 --> 00:08:54.279 had to work for someone who at the time was my peer colleague, who 111 00:08:54.360 --> 00:08:58.759 was then becoming my manager. So I liked her very much, but I 112 00:08:58.879 --> 00:09:05.279 was uncomfortable that I had to now report to her, and so it took 113 00:09:05.360 --> 00:09:09.960 me a long time. I did a lot of soul searching, you know, 114 00:09:09.039 --> 00:09:11.679 I did what I had to do. I came in, it was 115 00:09:11.720 --> 00:09:16.039 announced to the team that I was moving on, and I was very you 116 00:09:16.080 --> 00:09:20.600 know, transparent with them. I said, look, this is a change, 117 00:09:20.639 --> 00:09:24.080 but I'm embracing it and I'm going to do these things. I'm still 118 00:09:24.120 --> 00:09:28.679 going to work with everyone. And but I went home and I was very 119 00:09:28.759 --> 00:09:35.000 upset. I was very depressed at the time, and I started looking for 120 00:09:35.120 --> 00:09:37.360 books that could help me deal with this, like how am I going to 121 00:09:37.440 --> 00:09:43.879 deal with this big change in my career? And I read something by Marie 122 00:09:45.039 --> 00:09:48.720 Fourlio if I don't know if she's another kind of life coach, and she 123 00:09:48.919 --> 00:09:54.039 has a book called Everything Is figure Outable. So I read this book and 124 00:09:54.120 --> 00:10:00.080 I just kind of immersed myself into it and it was very good because she 125 00:10:00.120 --> 00:10:07.159 talks about doing things that make you happy and you're really passionate about and so 126 00:10:07.440 --> 00:10:11.840 at the time I thought, well, I'm very passionate about helping others be 127 00:10:11.960 --> 00:10:16.360 successful, which is why I became a manager in the first place. Right, 128 00:10:18.120 --> 00:10:20.799 So this is when I thought, if I can't be a manager, 129 00:10:22.480 --> 00:10:26.399 I want to be a coach. And so I did end up going to 130 00:10:26.919 --> 00:10:31.240 a program to learn to become a coach. I became certified professional coach, 131 00:10:33.000 --> 00:10:39.399 and that kind of helped me deal with what I was missing in the workplace, 132 00:10:39.080 --> 00:10:43.480 right. And so now I look back and I think I could have 133 00:10:43.559 --> 00:10:46.480 handled it differently. Right. I could have said, Okay, it's a 134 00:10:46.600 --> 00:10:52.200 change, this might be exciting for me to do something differently, and really 135 00:10:52.279 --> 00:10:56.000 just talk to my manager and say, okay, well, what is your 136 00:10:56.080 --> 00:11:00.600 vision of what I'm going to be doing, right and what can I do 137 00:11:01.480 --> 00:11:07.360 to help you help the team? Because we were all going through this massive 138 00:11:07.480 --> 00:11:11.600 restructuring, right, and there were a lot of people who didn't deal well 139 00:11:11.639 --> 00:11:18.360 with it either, and they because basically what they felt was, this is 140 00:11:18.399 --> 00:11:20.600 my job. I've been doing it. Some people had been doing it for 141 00:11:20.759 --> 00:11:28.960 fifteen years without any change. So some people did not make it. They 142 00:11:28.039 --> 00:11:33.519 didn't they resisted it, they left the firm. And you know, I 143 00:11:33.759 --> 00:11:39.080 continue to stay and I look back and think about, wow, all the 144 00:11:39.159 --> 00:11:46.600 things that I learn from this change. I never knew anything about transformation and 145 00:11:46.120 --> 00:11:52.600 doing a lot of initiatives that I may not have been involved in as the 146 00:11:52.639 --> 00:11:56.440 manager of the client service team. So that's where I looked at it, 147 00:11:56.519 --> 00:12:01.919 like, Okay, I learned something. And now we had another recent change 148 00:12:03.720 --> 00:12:09.600 and I was moving off of the transformation role and I was okay with it 149 00:12:09.679 --> 00:12:15.440 because I said, Okay, now I want to look at this change and 150 00:12:15.480 --> 00:12:20.600 how we can help the change, the team learn and you know, make 151 00:12:20.679 --> 00:12:24.240 us a better team. Right. So I had a different attitude this time 152 00:12:24.320 --> 00:12:28.919 around. Well, it's really having almost like you have. You've had a 153 00:12:28.000 --> 00:12:35.440 mindset shift around what change really means exactly, And I think it's a reframing 154 00:12:35.480 --> 00:12:39.399 around change is not something to resist, but change is opportunity exactly, learn 155 00:12:39.399 --> 00:12:46.639 and growth exactly opportunity. And that's what happened exactly. And so what are 156 00:12:46.679 --> 00:12:52.399 the steps that you would recommend to anyone facing an organizational change? What would 157 00:12:52.399 --> 00:12:54.399 you sort of if we were to sort of narrow it down in a sort 158 00:12:54.399 --> 00:12:58.120 of very simple like how to guide What are these steps that you would lay 159 00:12:58.120 --> 00:13:05.000 out for somebody? I would say the most important thing is listen when you're 160 00:13:05.039 --> 00:13:07.799 being told that there's going to be a change, right first, listen to 161 00:13:07.879 --> 00:13:13.240 that. Don't react, right. I know it's hard, and I think 162 00:13:13.320 --> 00:13:16.159 sometimes we just have to take it in and say, Okay, let me 163 00:13:16.279 --> 00:13:22.159 process this. You know, maybe it's a day you sit and process it. 164 00:13:22.720 --> 00:13:26.480 Then follow up with your manager, ask about the vision for the team 165 00:13:26.720 --> 00:13:31.639 and your role, you know, what is what is my role going to 166 00:13:31.639 --> 00:13:35.960 be? How can I help? How can I learn how to do this 167 00:13:35.159 --> 00:13:41.279 role? And then it's just take it day by day right and learn. 168 00:13:41.759 --> 00:13:46.159 But the big thing is to do it with a positive mindset, right, 169 00:13:46.519 --> 00:13:54.360 rather than reacting negatively to it. Right. That's our kind of first reaction 170 00:13:54.639 --> 00:13:58.639 is why are you doing this to me? So I think it's if you 171 00:13:58.919 --> 00:14:05.240 ask you management, why what is the change for? Right? What is 172 00:14:05.320 --> 00:14:09.559 my role in it? And how can I be a change agent to help 173 00:14:09.639 --> 00:14:18.600 the team around me, you know, really embrace the change. Well, 174 00:14:18.639 --> 00:14:22.799 thank you so much, coach, thank you for having me today, and 175 00:14:22.879 --> 00:14:26.039 to our audience, thank you for listening. If you would like to work 176 00:14:26.080 --> 00:14:28.639 with Coach Renee or one of our other qualified coaches, please visit us at 177 00:14:28.639 --> 00:14:35.480 theidemics dot com. Thanks for listening, Please subscribe wherever you listen and leave 178 00:14:35.519 --> 00:14:41.440 us a review. Find your ideal coach at www dot viidems dot com. 179 00:14:41.519 --> 00:14:46.360 Special thanks to our producer Martin Maluski and singer songwriter Doug Allen.