Mindfulness can help employees navigate change

We live in a VUCA world. In today’s turbulent business environment, organizations must respond to constant change. The combination of external forces can be described as volatile, uncertain, complex and ambiguous (VUCA). In order to grow and thrive, organizations, and the people in them, need to learn how to adapt and respond to change, rather than just react to current challenges. But the resources and training that would really help are often not available. The burden of change typically falls to employees, whose jobs are reorganized, work processes redesigned and collegial relationships disrupted. This can lead to stress and disorientation. Too often, the organization assumes that employees will simply cope, but constant change can lead to “change fatigue” and innovation and creativity suffer as a result.

The problem with change management

In most organizations “change management” (the responsibility of helping organizations through change) falls to front-line leaders, human resources and change managers. Change management is intended to move the organization from the current state to the desired future state, so the expected benefits of the change can hopefully be realized. However, it typically focuses on the external changes that need to happen, such as job redesign, communication and training, rather than providing resources to help employees navigate their “inner” experience of the change.

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Why is this a problem? Because engaging the inner experience of employees holds the key to helping them overcome resistance to the change and ignite the spark of excitement and creativity needed to help the organization move into the future. Although we may think of change as an organizational process, it actually happens one person at a time. Listening to employees, understanding their concerns and coaching them through the change takes time, but it is time well spent. 

Often leaders themselves are not well supported through the change and may struggle with how to best provide support to their employees. Training in mindfulness can be beneficial for leaders and employees alike. Research studies have shown positive outcomes on well-being, stress management, conflict resolution, decision making and collaboration.

Mindfulness can help cultivate resilience — a mini-case study

Recently, we were contacted by a family business that was putting itself up for sale after being in business for over 100 years. Many employees were loyal and had been with the organization for decades and it was unclear whether the sale would result in the company being split apart. The future was uncertain and stress and anxiety were high. They were experiencing VUCA at all levels in the organization.

The human resources manager decided to implement a program of mindfulness for all employees to help them navigate the change. The program was offered online with dialogues and practice sessions offered in person at the two company locations. Online forums and live group coaching sessions allowed employees to voice their concerns and to receive active support. Guided mindfulness practices encouraged them to learn skills to lower stress levels and respond rather than react to the changes. Over 20 percent of the workforce engaged in the training and it had the desired effect of reducing resistance to the change and providing more stability and resilience during the change itself. Yes, the company was finally sold, but most employees were able to keep their jobs. Training in mindfulness helped individuals manage their stress and helped the organization retain its workforce during a difficult transition.

Mindfulness and change management can be a powerful combination:

Organizational change can be complex. Typically many things are changing at once and this can be overwhelming. When we can offer leaders and employees practices and methods for managing stress, exploring emotional ups and downs, and dealing with the loss (and excitement) that often accompanies change, the whole process can promote learning and resilience, rather than resistance. Mindfulness also fosters self-reflection and empathy and can provide life-long skills that will increase an organization’s ability to navigate change for years to come.

Susan Skjei, Ph.D., is the director of the Authentic Leadership Center at Naropa University and author of the online course Mindful at Work. Contact her at sskjei@naropa.edu