{"id":4547,"date":"2022-09-29T10:00:07","date_gmt":"2022-09-29T08:00:07","guid":{"rendered":"https:\/\/getnave.com\/blog\/?p=4547"},"modified":"2023-03-17T23:23:19","modified_gmt":"2023-03-17T21:23:19","slug":"how-to-stay-motivated-when-leading-a-change-management-initiative","status":"publish","type":"post","link":"https:\/\/getnave.com\/blog\/how-to-stay-motivated-when-leading-a-change-management-initiative\/","title":{"rendered":"How to Stay Motivated When Leading a Change Management Initiative"},"content":{"rendered":"
<\/div>\n

Hey there! I\u2019m Sonya Siderova, CEO and founder of Nave. I help managers consistently deliver on their commitments while growing happy, engaged and motivated teams. This week, I wanted to share a pick-me-up message to help you power through tough times in your change management initiative.<\/em><\/p>\n

Navigating a change management initiative can be tough, especially when you\u2019re just getting started.<\/p>\n

Results don\u2019t come overnight. Sometimes, it feels like things are actually getting worse than they were before.<\/p>\n

Even though this is actually normal (have you heard about the J-curve effect<\/a>?), why do we still struggle to shape our heads around it?<\/p>\n

Your tolerance levels feel low, the pain of change is high, and you find yourself losing motivation and getting discouraged, while your wheels are just spinning round and round.<\/p>\n

Have you been there? I\u2019m pretty sure that\u2019s a rhetorical question.<\/p>\n

We\u2019ve all been there.<\/p>\n

Let\u2019s talk about motivation.<\/strong><\/p>\n

Motivation is the fuel that keeps you going through challenging periods. It gives you the energy to do the work you need to do.<\/p>\n

We need motivation to be able to change our (and our teams’) old habits and build new healthy ones. Your motivation is your \u201cwhy\u201d.<\/p>\n

You need to be able to go back to your \u201cwhy\u201d every time things get tough and you get discouraged.<\/p>\n

So, let me ask you: what\u2019s your<\/em> \u201cwhy\u201d?<\/p>\n

What keeps you motivated, what enables you to stay optimistic, tweaking your systems and management practices, even when you don\u2019t see results right away?<\/p>\n

Is it the short term benefits?<\/p>\n

Some people will say that the best motivator is urgency. \u201cWe have to deliver in 2 weeks,\u201d is obviously a better motivator than something like, \u201cWe need to improve our delivery speed.\u201d<\/p>\n

There\u2019s just one (big) problem with using urgency as your motivator\u2026<\/p>\n

Urgency doesn\u2019t work in the long run.<\/strong><\/p>\n

It\u2019s hard to build effective practices and sustain them over time when you\u2019re working against a deadline. When you\u2019re only focusing on delivering the most immediate tasks ahead of you, it\u2019s easy to get tunnel vision.<\/p>\n

You won\u2019t be able to focus on the road ahead and look for opportunities for improvement. There is just no time and space for that.<\/p>\n

Urgency won\u2019t lead to lasting results. But it will<\/em> (most likely) lead to anxiety, overwhelm and eventually burnout<\/a>.<\/p>\n

Here is the thing, your motivation should not<\/em> be dependent on external factors (including deadlines!).<\/p>\n

\u201cFair enough, Sonya,\u201d you might be thinking. \u201cWhat should<\/em> my motivation be, then?\u201d<\/p>\n

To answer that, I\u2019m going to ask you another question:<\/p>\n

What is it that drives you towards hitting your targets?<\/p>\n

Now, before you protest that I\u2019m using some sort of circular logic on you, hear me out:<\/p>\n

When we tap into what really motivates us, and understand what\u2019s necessary to deliver on our commitments consistently, it keeps us emotionally activated and fuels the daily decisions we make.<\/strong><\/p>\n

Your answer has to be more than simply, \u201cbecause it\u2019s my job.\u201d You need to understand how the concept of \u201cdelivering on time\u201d applies to your life as a whole. Because \u201cit\u2019s my job\u201d will keep you going in the short run. But it\u2019s not a powerful enough reason to keep you going through the pain of change.<\/p>\n

When you put together your goals and identify the motivation behind achieving those goals, that\u2019s<\/em> when you come up with a complete, holistic solution.<\/p>\n

You want to see the whole forest, not just the dense, individual trees.<\/p>\n

Why do you want to make a change? Maybe it\u2019s to manage happy and engaged people, maybe it\u2019s to make realistic commitments and meet them every time, maybe it\u2019s to do the right things the right way, or to leave the company culture a little bit of a better place than how you found it\u2026<\/p>\n

To reveal your why, you have to dig a little deeper, think a little bigger.<\/p>\n

<\/div>\n

Fact is, your \u201cwhy\u201d can be traced back to a basic, existential need.<\/strong><\/p>\n

In 1943, a brilliant psychologist named Abraham Maslow introduced an idea he called \u201cthe pyramid of human needs.\u201d<\/a><\/p>\n

When you look at it visually, you can see how (like in an actual pyramid) the most basic needs are at the bottom, while the most complex needs are at the top:<\/p>\n

\"Maslow's<\/a><\/p>\n

Maslow first came to his idea by observing monkeys. He noticed that when the monkeys were given a choice between food and playing, they would choose the food first.<\/p>\n

What was interesting<\/em>, though, was that when the monkeys had their basic needs met (like food and water), they would engage in more meaningful, profound behavior with each other.<\/p>\n

As it turns out, it\u2019s the same with humans.<\/p>\n

We need to have our basic wants met before we can achieve more complex wants.<\/p>\n

Now, think about where your<\/em> motivator might be on the Hierarchy of Needs.<\/p>\n

Changing your organizational culture, building credibility and reliability, growing engaged and motivated teams while making your clients happy \u2013 all<\/em> of these desires are reflected in the Hierarchy of Needs.<\/p>\n

When you look at each of the levels like \u201csafety\u201d, \u201cbelonging\u201d, \u201cesteem\u201d, think about each of them in terms of where you\u2019re at as a manager. For example\u2026<\/p>\n

If you\u2019re struggling to deliver on your commitments, and the consequence is losing your job, then your motivator is \u201csafety\u201d. It\u2019s hard to think about anything other than that if you\u2019re having a hard time just meeting the bare minimum.<\/p>\n

Or maybe you\u2019re meeting the bare minimum, but you feel emotionally or socially isolated from your team despite your best efforts. In this case, I\u2019d argue that your main motivator is \u201cbelonging.\u201d<\/p>\n

If you find yourself striving for a greater sense of accomplishment in your professional life, it\u2019s very likely that \u201cesteem\u201d is your main motivator. Some of us need to be recognized and appreciated for job well done. We may even crave that recognition on a deep, primal level.<\/p>\n

Do you find yourself falling short of reaching your full potential \u2013 are you prevented from making long-term improvements and doing the things that really get you excited because you have to put out fires all the time? Your motivator, in this case, is \u201cself-actualization.\u201d<\/p>\n

If the answer is yes, then your goal shouldn\u2019t be just to push it through that deadline with your next project. Your goal should be to build a decision-making framework<\/a> that will enable you and your team to deliver on your commitments consistently and create an environment of continuous improvement.<\/p>\n

It\u2019s not about just learning the strategy of achieving sustainable predictability. It\u2019s all about the meaning this achievement holds for you and how it fulfills a deeper desire you have as a human being.<\/strong><\/p>\n

Making this recognition is crucial because you can always come back to it every time when you feel frustrated or unmotivated.<\/p>\n

We\u2019ve all had those days where we wake up in the morning wishing we could just stay in bed, buried under the covers, instead of facing the next inevitable challenge. But hear me out on this: every failure is an opportunity for improvement<\/a>. The more you manage to reveal and embrace, the faster you\u2019ll achieve tremendous results.<\/p>\n

Whenever you have one of those days, go immediately<\/em> back to your \u201cwhy.\u201d It will put fuel in your emotional tank and give you the energy to move forward.<\/p>\n

Here\u2019s something you can do to get started on your \u201cwhy\u201d right now:<\/p>\n

Download this workbook and answer the questions in it<\/a> \u2192<\/p>\n

Once you do, you\u2019ll gain deeper clarity on what your main motivator is for achieving your goal and keep moving the needle in your change management initiative. You\u2019ll be able to come back to your goal, re-energized, focused, and ready to take the next step even when nothing seems to be in the right place.<\/p>\n

<\/div>\n

And because summaries are always helpful\u2026 remember:<\/strong><\/p>\n

    \n
  • Urgency (meeting deadlines) is not a good motivator over the long term. You need to see the big picture to be able to achieve lasting results<\/li>\n
  • Your \u201cwhy\u201d should be rooted in something that emotionally fuels you<\/li>\n
  • You can use Maslow\u2019s Hierarchy of needs as a reference to understand what your motivator is<\/li>\n
  • When you feel like your initiative has taken a stall, go back to your \u201cwhy\u201d and look for the next step with a fresh perspective<\/li>\n<\/ul>\n

    I hope this article helped you find your \u201cwhy\u201d and get you the clarity you needed to move forward.<\/p>\n

    Remember, you have the power to make a difference. Use that power!<\/p>\n

    After all, continuous improvement builds over time, with one small win following another.<\/p>\n

    Commit to promoting evolutionary change and a culture of continuous improvement. Commit now.<\/p>\n

    Here is my question to you:<\/strong> What is the next small step you\u2019ll take to meet your goals?<\/p>\n

    <\/div>\n
    <\/div>","protected":false},"excerpt":{"rendered":"

    Hey there! I\u2019m Sonya Siderova, CEO and founder of Nave. I help managers consistently deliver on their commitments while growing happy, engaged and motivated teams. This week, I wanted to share a pick-me-up message to help you power through tough times in your change management initiative. Navigating a change management initiative can be tough, especially […]<\/p>\n","protected":false},"author":1,"featured_media":4549,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"yasr_overall_rating":0,"yasr_post_is_review":"","yasr_auto_insert_disabled":"","yasr_review_type":"","footnotes":""},"categories":[69,7],"tags":[],"class_list":["post-4547","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-process-improvement","category-project-management"],"acf":[],"yoast_head":"\nHow to Stay Motivated When Leading a Change Management Initiative | Nave<\/title>\n<meta name=\"description\" content=\"Today, I wanted to share a pick-me-up message to help you power through tough times in your change management initiative.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link 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