Ep. 49: Mourning the Past to Unlock the Future

In Episode 49 of the Harmonious Workplaces Podcast, Rich Cruz, Sharyl Volpe, and Ben Kleinman discuss the importance of acknowledging and processing grief during times of organizational change. They emphasize that leaders need to create space for employees to grieve the past while guiding them toward the future. Not allowing employees time to process grief can cause resistance and disengagement.

• The Importance of Acknowledgment: Leaders and managers should acknowledge the feelings of loss and sadness that accompany change. Acknowledgment is often excluded from the equation, which can be detrimental to company culture.
• Empathy and Open Communication: Leaders who demonstrate empathy, thoughtfulness, and an open-door policy can help their teams process grief. Creating safe spaces for shared group conversations can also foster camaraderie and healing.
• The Bridges Model: The “ending” stage is where grief starts, even if the status quo was problematic. The next phase is the “neutral zone” where uncertainty leads to conflict and disengagement.
• The Role of Leadership: Good leaders support their teams during times of uncertainty, fear, and grieving. In times of extreme change in the workplace, leaders are supportive and empathetic.
• EQ and Psychological Safety: An executive with high emotional intelligence (EQ) can recognize the need for employees to have space to process change. Creating a psychologically safe environment where people feel comfortable sharing their feelings is essential.
• Small Organizations: Smaller organizations with well-established relationships may find it easier to navigate change and provide support.
• Models for Processing Grief: There are several models for processing grief, including:
• Kübler-Ross Five Stages of Grief: Denial, anger, bargaining, depression, and acceptance. These stages are not necessarily linear.
• Dual Process Model: Oscillation between loss-oriented coping and restoration-oriented coping.
• Continuing Bonds Theory: Maintaining a relationship with prior ways of working in a new way.
• Meaning Reconstruction Model: Redefining meaning and reconstructing one’s identity in response to loss.
• The Modern View of Grief: Grief is unique to each person, emotions fluctuate, and there is no “right” way to grieve. Healing doesn’t mean forgetting. Cultural background matters.
• Application to Business:Mergers and Acquisitions: In business scenarios like mergers and acquisitions, individuals may not accept the values of the new company but can move on and accept the current situation .
• Diversity, Equity, and Inclusion (DEI): Companies rolling back DEI initiatives can create uncertainty and grief among employees, especially those in DEI roles.
• The Importance of “Why”: Effective change requires clear communication of the reasons behind the change. A lack of explanation can lead to confusion and resistance.
• Intentionality, Habits, and Time: Effective change happens with intentionality, good habits, and sufficient time for processing.
• Caring and Ethical Leadership: Leaders should be caring and allow people to process change and be authentically themselves.

The podcast emphasizes that acknowledging and addressing grief is crucial for successful change management and a healthy workplace culture. Leaders who prioritize empathy, communication, and psychological safety can help their teams navigate change more effectively.