The 12 Emotional Steps
I am a planner by nature and whenever I embark on a project the first thing I do is draw up a master plan. This normally works in my favour enabling me to manage workload, meet deadlines, engage other involved parties and set up contingencies in case things go wrong. So when I think I have planned for every eventuality and something happens that blows the plan completely out of the water it is quite a shock and an experience that isn’t that familiar.
- The first emotion is shock – wow I wasn’t expecting that!
- The second emotion is disbelief – how did that happen, events that were completely unpredictable with the knowledge at that given time.
- The third is anger – how can this be happening to me?
- The fourth is disappointment – the master plan didn’t work and I thought it would
- The fifth is uncertainty – now what do I do, I thought this was going to happen and now it isn’t
- The sixth emotion is annoyance as others try and rationalise and suggest alternative courses of action to the one you wanted.
- The seventh – bouncing between acceptance and disappointment gradually more days of acceptance rather than any other emotion
- The eighth – learning and questions, so what did I learn about the plan, the process and myself and what do I want to do now
- The ninth – possible alternatives come into mind and get serious consideration
- The tenth – acceptance of situation, acceptance of any personal learnings and the acceptance of an alternative way forwards
- The eleventh – uncertainty again during the evaluation of all alternatives and decision on one way forwards – will it be as good as the one I originally planned for
- The twelfth – enthusiasm around the new alternative chosen
Now the big question – how much planning do I do for my new option? – should I be less attached to the outcome and more fluid with my planning. Should I trust in what will be will be rather than planning things with military precision and going through the twelve emotional steps above or is that just life?
Someone many years ago told me “there are three careers in each one of us….”. Talking to people a lot, as I do as a career coach I am now thinking this needs to be changed to “there are 5 careers in everyone” People are definitely getting more comfortable with the idea of changing roles if they are not happy and consider changing sometimes to completely different professions or ways of working.
The world of work is definitely becoming more fluid my parents were of a generation where they were encouraged to stay in a job, especially if it paid ok and had good prospects with a generous pension scheme. I remember they were horrified when I resigned from a “job for life” role in the civil service because I was bored and everyone there spent many hours a week complaining about their roles and cutting out adverts from the local paper to apply for different jobs but never did.
Depending on how you define career I am definitely on my third one if not my fourth and each one of these has been good serving me well for eighty percent of the time. Getting used to making changes and having the confidence to take sometimes a leap of faith into the unknown is hard. The easy option is to carry on doing what is comfortable and if the individual is truly happy with their work and the environment they work in then that is fantastic. If not however and your working life has become mundane, if you are not feeling passionate about what you do each day then maybe there are still some more careers out there for you?
Look at what you enjoy doing, ask yourself the question if money was not important what would you love to do? What are you passionate about? What are your best days and what is it about those days that make them good… The answers to all of these questions may lead you to your next career…
Over the Christmas and New Year Period the annual discussions always include the topic of New Years Resolutions and goals. This sparked a debate in our circle about the difference between setting a goal and making a resolution. Does it matter that if you set a goal there is an end point so what happens when you get there or if you don’t achieve it. There is an interesting argument that we should set resolutions to embed new habits at New Year (or indeed this can be done at any time in the year) instead of a more goal setting approach. This was inspired by having also recently read a book “The Happiness Project ” http://www.gretchenrubin.com/
Having reflected on this idea we are trying a new concept this year. Each month identify some new habits that you want to embed and an overall theme for the month. E.G January could be “Clean out “month with four new habits for the month 1) Eat healthy clean food 2) Drink 4 large glasses of hot or cold water or herbal tea each day 3) Clear out a bit of clutter each day either a drawer, a closet, a part of the office 4) Attempt 10 mins meditation. So looking across these 4 initial habits each day both the physical body, the environment and the mind is hopefully being de-cluttered. A daily checklist is in the diary to record progress each day by either a tick or cross.
The same approach will be used for each of the remaining 12 months with the hope that some of the new habits will prove more beneficial than others and as a result will be embedded into lifestyle permanentl
Watch this space for future themes and process evaluation comments.
Current status on day 5 of 2015 is estimated at 50%
Building on the theme of the last Kudos blog everyone I meet at the moment seems to be facing some type of change e.g a new IT system, a new job, a new leader or someone key in the organisation hands in their resignation, you discover a health condition you need to manage, something you planned to do is now cancelled…. the list is endless.
How quickly we adapt to changes like these are vital for both our own well being and the organisations or teams we belong too. Change can cause worry and stress but equally it can be the cause of excitement and new challenge.
Some people thrive on change and get bored if things stay the same too long while others love it when everything is predictable, structured and routine. When we talk to people about what motivates them the discussion can go into these two types of reaction and it helps if you recognise which group you belong too.
High performers and those interdependent people, we all strive to be and love to work alongside always have the ability to adapt quickly to changes and embrace new situations.
So if you ever find yourself thinking or saying any of the phrases in the photo above think again. Could you look at the situation differently and maybe the change wont be as difficult as you originally thought. Try it the next time a change comes your way, and it will do very soon !