A Hip View of Change
On March 15th of this year, I underwent a hip replacement surgery. Youch! Eleven weeks later (yes that soon), I nervously returned to yoga class with new hardware. We began by setting an intention for the day’s practice. Mine was, integration and exploration. I viewed my new hip as an implemented change to my body’s organization and the day’s practice would reveal the impact of this change. This led to insightful connections between my personal experience and change management. I discovered my path to physical recovery mirrors best practices for leaders navigating change organizationally.
First, was the lead up to the change. I knew something wasn’t right with my hip and it was beginning to hold me back. I initially tried some less drastic measures such as physical therapy and injections. Even when those failed, I sought a second opinion to make sure it was the next necessary step. It was a process for me to see the “why” behind the change and when I did, I needed to be decisive in promoting the change.
Many organizations approach improvement changes in the same way. First, living in the discomfort with a growing awareness that something isn’t working any more. When the pain becomes great and band aid measures don’t work, strong leaders make the decision to make a change. It’s important to fully recognize and communicate the “why” behind the change and be decisive when it is time to move.
Then the change was implemented:, old bone out, new hardware in. The first awareness during yoga was not in the hip itself, but the supporting muscles that had been traumatized as a result of the surgery. The surgery had impacted them the most and they were quite angry. It became important to listen to what they were telling me and while I didn’t let them off the hook, I was careful in what demands I put on them. Slow and steady are the wise words of both my doctors and physical therapist.
People impacted by organizational changes are much the same. For some, the change is traumatizing, disrupting what used to be strong and confident. Strong leaders listen to this group while stretching and strengthening them towards the new normal. Slow and steady prove useful to bringing them along.
Next, I noticed the muscles that were more than happy to jump in and compensate for those that were traumatized. The body is a little codependent that way. Without any attention, they will adapt and form new habits to make up for what is weak. Allowing this over time would result in bad form, misalignment, unbalance and eventually problems! It was important for me to focus on this group and hold them accountable for proper form, even it if meant a periodic drop in overall performance.
These groups exist in organizations as well. A change may not directly impact individuals or departments, but indirectly it’s necessary they jump in and pick up the slack. This will prove useful for a time, but cannot be overstretched. Strong leaders recognize and acknowledge the efforts and their merits, while also keeping check that proper balance is maintained for long term success.
Last was discovering the positive results of the new hip. Where there was once impingement, there was now movement, a lot of movement! As I competed certain poses with ease, I discovered I previously had problems I wasn’t even aware of. It was only now that they were gone that I realized they had been holding me back. Here I experienced gratitude and joy!
Changes in organizations provide the same opportunity for celebration and should be capitalized by leaders. Where is the organization moving forward where it was previously being held back? What unknown problems are now solved as a result. Everyone in the organization needs to participate in this recognition to know their own personal journey is leading to a positive end.
Like organizational change, my physical change is going to take some time to be fully implemented. It’s important for me to keep a wide lens and see the whole picture. It is a process, and the more attention I give to all my body’s needs, the faster and stronger my recovery will be. By being aware to what level individuals and groups are impacted by a change, a leader can differentiate their approach during the process. Strong leaders need to be patient and continue to move forward.
Many change efforts fail because organizations focus on the nuts and bolts of the change and fail to address the human side of transition. If your organization’s leadership involves navigating people through change successfully, let’s talk about human centered solutions to change implementation.