6 Common Mistakes by Organizations In Times of Change

by Sep 30, 2022

At some point, leaders today probably feel the sense of being ready to powerfully take on all the opportunities and challenges at their feet. But the question really is how?

The answer is by creating workplace cultures where trust, respect and psychological safety are valued which probably no one would argue with. That right sounds good on paper but they’re measured as the bottom line.


The Ready Zone

Action ready

It’s the foundation of the house that’s around developing your level of emotional agility. You’re even understanding what your legacy is and how you bring that inside the organization.

Influence ready 

It’s how you develop influence through visibility and alignment while building sustainable relationships and doing it from the intention of being giving rather than just taking.

Connect ready 

It’s how do you have consistency in communication and take responsibility for the impact of your communication because as we know just because words are coming out of your mouth, doesn’t mean you’re actually saying anything.

Culture ready

It’s how do you build an organization where people are coaching and mentoring each other to build out the best in everybody and that’s what everyone is around to do.

Impact ready 

Is how do you develop and grow powerful teams.

Pivot ready 

Is how do you really master resilience and cultivating that consistent mindset of change and resilience inside your organization.

They’re all foundational like the water you drink 


Big mistakes that organizations tend to make in time of change 

Forgetting to create the environment of trust, respect, and psychological safety is almost like taking the eye off the wheel. Change is not one time, it’s constant and it’s interesting because the data shows that if employees trust their employers, their engagement level can increase by up to 20% but the likelihood they will leave their organization goes down by 87%.

People are experiencing your changes inside the organization. On top of four tons, other changes covered parenting, political issues, social issues, and economic pressure. The psychological impact of that is huge

Ann Masten, a great Psychologist and Professor of Child Development in University of Minnesota called this phenomena, “Search Capacity”.

Search capacity is our adaptive systems, mental, and physical that we can do in acutely stressful situations like natural disasters because you can see it. But we’re in chronic stages of grief and loss, we have this external calamities like supply chain shortages, inflation, climate change, gun violence, hate crimes but what about the interior crisis? 

How come we take our eye off the ball when it comes to us? So that’s all a fabric and a part of creating this environment of trust, respect, and psychological safety.


Ways leaders can assist their teams in bringing about long-term change

  • Honor your word 
  • Practice self-care 
  • Be human too 
  • Show how you feel 
  • Communication and connection
  • Create resiliency
  • Put diversity as part of the equation 
  • Ensure you’re on the right track 
  • Admit when you’re mis stepped
  • Expand awareness 
  • Inquire your teams’ well-being

Right now, we have to also educate and teach people how to speak about their emotions because we have to remember that feelings are a signpost to what’s important and why do we ignore them so much?

One silver lining of COVID was that even though they couldn’t help but show emotions, leaders couldn’t help but show some more real versions of themselves. Some did more than others but all of a sudden, we could see inside our leaders’ homes. We can also judge how well our company’s doing based on how vulnerable people are. It’s a good thing people are vulnerable.

We can’t control change. What we can control is our actions and our intentions. Anyone can shift for a singular moment and in a moment and think of it the sum of all those small shifts lead to massive ones. They’re these moments that build up resilience and give us evidence and proof that we all can change and have the strength to continue.

From our episode, “6 Common Costly Mistakes that Derail Organizations In Times of Change” with Esther Weinberg

Many organizations ignore employee engagement because it feels elusive and expensive. Rather than getting caught up in the fear and doing nothing, download our eBook on employee engagement, and get started.


About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

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