Embracing Change with Emotional Fortitude

By Lisa Luke

Global Communications Director

People can sometimes feel uneasy with rapid changes

A viral video illustrates this perfectly: a dad, having just shaved his full beard, tried to pick up one of his twin baby girls. The babies, sitting side by side on a couch, don’t recognize him and start to cry. And one goes so far as to block his reach by putting her arm over her sister. This simple yet powerful example shows how even minor changes can cause distress and highlights the importance of managing change thoughtfully.

It underscores the need for empathy in change and an understanding how people may react differently to change…especially if it feels abrupt. Just as the dad could have eased his babies into the change by maybe having them watch him cut his beard, organizations must thoughtfully manage transitions to minimize fear and resistance, building emotional fortitude in the process.

In many organizations, transitions like restructuring, market shifts, branding changes etc. can feel unsettling. However, these changes also present opportunities for growth and innovation ¹. By managing change purposefully, respecting and listening to people’s concerns, and fostering a culture of adaptability, companies can create a positive and resilient work environment ².

What is Emotional Fortitude?

Lots of people reference emotional intelligence, but I like to say emotional fortitude instead. It refers to the strength and resilience to manage and adapt to change with a positive mindset. It involves staying calm under pressure, maintaining a sense of purpose, and supporting others through transitions. In the context of change management, emotional fortitude helps individuals and organizations navigate uncertainty and emerge stronger. It’s about maintaining your peace in the midst of change.

Navigating the Waves of Corporate Change

In today’s fast-paced world, change is not just inevitable — it’s an opportunity for growth and innovation. Scientific and technological advancements, along with demographic and sociological shifts, continuously reshape our lives. The rapid evolution of artificial intelligence adds another layer of excitement, propelling us into an era of unprecedented transformation.

Employees play a crucial role in shaping organizational change. The modern workforce values respect, advancement opportunities, and personal satisfaction. As leaders, we must navigate these evolving expectations with empathy and emotional fortitude as well.

Traversing Change Management Hurdles

So, what are the change management hurdles in the context of organizational change? There are four key factors here:

Facing resistance is common, as fear of the unknown can make new processes or structures seem threatening ³. Building emotional fortitude helps employees face these fears.
Bridging communication gaps is essential because lack of clear communication can lead to confusion and mistrust. Transparent communication fosters trust and emotional resilience.
Maintaining engagement during transitions can be challenging; but it’s important to keep this top of mind.
Managing the emotional impact is crucial, as change can cause stress and anxiety, affecting overall well-being and productivity. Emotional fortitude helps manage these impacts effectively. And acknowledging the importance of well-being is critical.

But there are also strategies for effective change. Here are the top five:

Active listening is vital; creating spaces for open dialogue fosters a sense of belonging and support while building emotional fortitude.
Transparent communication keeps everyone informed about changes and the reasons behind them to build trust and emotional resilience ⁴.
Empowering employees by involving them in the change process boosts morale and leverages diverse perspectives, enhancing emotional fortitude.
Providing support through resources like workshops, or wellness programs helps employees manage stress and build emotional resilience.
Celebrating progress by recognizing achievements reinforces positive behavior and maintains momentum, strengthening emotional fortitude.

Work with, Not Talk to

As part of our company’s initiatives to manage change, I recently took part in a small group exercise, leading a workshop, to instill awareness of the psychology of change. During a breakfast session following morning presentations, our colleagues participated in lively interactive exercises, led by leadership team members.

Participants were asked to think of someone who handles change well and then think about the traits or characteristics that he/she demonstrates. This person could be a public figure or someone personally known. Then each breakout group created a list of the characteristics on flip charts and discussed, comparing and evaluating the qualities.

Next, participants were asked to think of someone who does not seem to handle change well, and each group created and evaluated a list of that person’s characteristics.

What characteristics were seen to typify someone comfortable with change? These included people who are open-minded, willing to embrace a mindset shift, people who look forward, exhibit emotional fortitude, have an appropriate expectation of leadership, and are communicative and flexible.

As for those resistant to change, our team listed a tendency to be aggressive, worry about what can’t be controlled, tend to discourage others from embracing change, get overwhelmed, jump to unwarranted assumptions, have and express negative thoughts, and are afraid of failure.

In reviewing the two sets of qualities, I was struck by the counterpoint between “afraid of failure” and “emotional fortitude.” You might see these as the defining determinants of a negative or positive response to change.

Our change management exercise is still ongoing. We collected the sheets, anaylzed, and consolidated the data and we will now distribute a master document that colleagues can ponder as they create their individual goal-setting plans.

In today’s ever-changing times, fostering a positive and adaptable company culture is crucial. By managing change purposefully, respecting team members’ concerns, and promoting emotional fortitude, organizations can thrive and turn challenges into opportunities for growth.

References:

¹ HRD Canada, "Change Management Times Three: Novartis HR Leader’s Big Lessons in Transformation," HRD Canada, December 8, 2023, https://www.hcamag.com/ca/specialization/employee-engagement/change-management-times-three-novartis-hr-leaders-big-lessons-in-transformation/478743.

² Harvard Division of Continuing Education, "How to Build and Improve Company Culture," Harvard Professional Development Blog, June 15, 2023, https://professional.dce.harvard.edu/blog/how-to-build-and-improve-company-culture/.

³ Harvard Business School Online, "What Is the Change Management Process?" Harvard Business School Online Blog, May 10, 2023, https://online.hbs.edu/blog/post/change-management-process.

⁴ Harvard Business School Online, "How to Communicate Organizational Change," Harvard Business School Online Blog, March 22, 2021, https://online.hbs.edu/blog/post/how-to-communicate-organizational-change.