How Change Professionals Can Find Joy in Leading Projects They Don’t Like

It’s no secret that change management professionals and leaders often find themselves at the helm of projects that they aren’t particularly fond of.

Whether it’s a shift in company policy, a new system implementation, or coping with layoffs or restructuring, these changes can sometimes clash with personal or professional preferences and ideals.

However, as Roxanne Brown emphasized in her recent presentation for the Change Management Review community, finding joy in these challenging situations is not only possible but also essential for career success as a change professional.

Roxanne is the CEO of The Change Decision, an organization that helps leaders, teams, and change experts cultivate more joy at work.

In this article, we will draw on Roxanne’s powerful presentation, ‘Lead, Even a Change You Dislike,’ to explore what she calls the ‘Three Scenarios’ all change professionals struggle with, and how you can reframe these challenges to find greater satisfaction and success in your role as a change professional.

These “Three Scenarios” are:

1. Job loss
2. Moving goalposts
3. Zero energy

1. Job loss

Job loss remains one of the most challenging and negative scenarios in change management.

It directly impacts individuals’ livelihoods, self-worth, and sense of security.

The fear and uncertainty that accompany job loss can lead to significant anxiety and resistance, making it a tough situation to navigate for both those affected and the leaders managing the change.

The emotional toll on employees and the potential backlash from handling the situation poorly can create a highly stressful environment for everyone involved.

To approach job loss differently, consider shifting the perspective from merely surviving the change to making it the best it can be under the circumstances.

Try imagining a future where departing team members are genuinely grateful for how well you handled this situation with them.

Picture a scenario where you meet these individuals five years down the line, and they are doing well and excited to see you.

By adopting this mindset, you can begin to develop strategies and actions that proactively foster a more positive experience for everyone involved.

How to implement this new approach:

1. Clarify the Change: Clearly communicate the reasons for the job loss and the steps involved. Transparency is crucial to maintaining trust.
2. Identify Impacted Individuals: Conduct a quick impact assessment to understand who will be affected and how.
3. Define the Ideal Outcome: Envision how you want everyone to feel about the change process. This vision will guide your actions and decisions.
4. Bridge the Gap: Brainstorm ways to close the gap between the expected reactions and the ideal outcome. This could involve additional support, counseling, or career transition assistance.

2. Moving goal posts

Moving goalposts refer to the shifting standards and expectations that change the value of your skills and expertise.

These shifts can be incredibly frustrating as it feels like just when you’ve reached one target, another, higher one is set.

Whether it’s due to evolving market conditions or technological advancements like AI, this constant change can make professionals feel undervalued and like beginners all over again.

However, this challenge also presents a unique opportunity to help team members rediscover and celebrate their competence.

By focusing on continuous growth and connecting current expertise to new opportunities, we can help our teams feel valued and excited about their professional journey.

How to implement this new approach:

1. Facilitate Competence Conversations: Engage in discussions that connect current mastery to the change and help team members explore their strengths. Ask questions such as, “How do you see your expertise as an asset in this situation?” and “How can you help others with the change?” These conversations can reinforce the value of their skills and how they apply to new contexts.
2. Provide Meaningful Recognition: Acknowledge and celebrate achievements regularly. Recognizing employees’ efforts and successes helps them feel valued and competent, even as goals shift.
3. Create Opportunities for Mentorship and Learning: Encourage team members to mentor others or take on teaching roles. This not only reinforces their expertise but also builds their confidence.
4. Connect Mastery to Change: Help your team see how their current skills can evolve and enhance their expertise. Discuss how engaging with the change can actually improve their proficiency and offer new, rewarding challenges. Questions like “How might this change improve your expertise?” can shift the focus from loss to growth.

3. Zero energy

The “zero energy” scenario is a unique challenge because it focuses on you, the change professional, rather than your team.

This occurs when the sheer volume of changes, combined with your existing professional and personal responsibilities, feels overwhelming.

The prospect of leading yet another difficult change can drain your energy and enthusiasm, leaving you feeling depleted and unmotivated.

It’s a common and understandable reaction, especially in a world where rapid and constant change has become the norm.

Yet, within this challenge lies an opportunity for growth and resilience.

Embracing the reality of constant change can empower you to develop new strategies for personal and professional well-being, ultimately enhancing your capacity to lead effectively.

What to do specifically to make this scenario easier.

1. Self-Reflection: Start by asking yourself critical questions to realign your perspective and regain your energy. Questions like, “How do I want to feel during this change process?” and “How does this align with my values and long-term professional goals?” can help you reconnect with your purpose and find personal motivation.
2. Focus on Alignment: Assess how the change aligns with the impact you want to have on others and how you want to live your life. This alignment can provide a deeper sense of meaning and direction, making the change feel less like a burden and more like an opportunity for growth and contribution.
3. Tap into Personal Energy Sources: Identify what helps you feel energized and supported. This might include activities such as mindfulness practices, physical exercise, or spending time with loved ones. Prioritizing self-care ensures that you have the physical and emotional reserves to handle the demands of the change process.
4. Reframe the Change: Reflect on why you don’t like the change and understand your own reactions to it. By doing so, you can decide how you want to show up for your team and organization.

Final Thoughts: Embracing Joy in Tough Transitions

Leading projects you dislike is a common challenge for change management professionals, but it doesn’t have to drain your joy or energy.

By understanding and addressing the core issues behind job loss, moving goalposts, and zero energy scenarios, you can transform these difficult situations into opportunities for growth and fulfillment.

Roxanne Brown’s insights remind us that even the most disliked changes can be navigated successfully with the right mindset and strategies.

Embrace these approaches to not only lead more effectively but also find joy and satisfaction in your crucial role as a change professional.