Transformation requires the attenuation of fear. Easing the fear of loosing, the fear of not knowing what to do, the fear of learning new skills, and the fear of losing one’s position or job. Change can be scary for employees especially for employees who do not have the skills needed for the new way of working, and especially for employees who do not have significant financial reserves to fall back upon if they find themselves needing to change jobs.
“Fear of change is persistent and thriving is human nature.”
Transformation work is that leaders and managers can be just as fearful of the transformative change as employees.The fear can be a fear of losing what they now have (power, status, responsibilities) or the anxiety about whether they have the abilities to do what will be necessary in order to lead in this new era.
Transforming it’s people or employees will transform organisation. And its people won’t transform unless their managers and leaders transform. Leaders and managers must role model the new desired mindsets and behaviors that are necessary to successfully accomplish the transformation.
how to banish fear
The first is to embrace a Fear.People to embrace their fears and to have the courage to go forward is hard.Conditioning of mind has made this change hard. Change is hard.Conversations with employees individually and/or in small teams are necessary. The company story and the common individual whys must be continuously discussed and referred to for a long period of time until the new way of working becomes a habit.
Few question must be asked to themselves before we embark into transformation.What mindsets and behaviors will be needed to accomplish the transformation? What kind of work environment is needed to enable those new mindsets and behaviours.
Organisations needs to create a “psychologically safe workplace” .A psychologically safe workplace is one where people agree to do no harm to each other and to act civilly at all times. It is a place where everyone can speak up, be candid and have difficult conversations without the fear of or actual punishment or retribution.
Place where it is safe to challenge the status quo, to challenge each other’s thinking, to challenge higher-ups’ thinking and decisions, to admit one’s mistakes, and to say I don’t know.Most important of all is that leaders need to show their own weaknesses,setting an example will banish fear among their employees they need to fail in front of others and pick themselves back up and try again.
How to conquer fear
Fear has become inherent characteristic of an individual and organisation . “FEAR” can become catalyst in development and in destruction both.It’s only “How an individual perceive it.Fear is precursor to transformation and stagnation both“.
The first step to conquer is to become non-vulnerable to your own fear which feeds on your strength and senses.Becoming non-resistant to fear by becoming nonjudgmental, respectful, caring, compassionate, safe conversations about fear starts at the top.Acknowledging that everyone has personal reasons for their fears is a powerful step.