Updated: Jul 29
Last week I completed Module 2 of the Master in Change.
There are many types of learning, but Module 2 was one of the most intense experiences. We deep-dived into a matter close to our hearts: our relationships with organisations, teams, colleagues and families. Relationships are the engine of organisations and so, emotional intelligence, self-awareness and ourselves as instruments of change can unlock major potential.
My learning highlights from this module:
The past is never the past. We bring the past into today’s relationships, roles and organisations.
The way people behave is a sign of the environment they operate in.
We can design an environment where people can take risks, initiative and go beyond expectations. Trust sits at the core of it.
Change results are highly influenced by the level of trust.
When we don’t stop to reflect and move from action to action, we block our own learning.
Reflection is sometimes blocked by the fear that when we are not taking action, we are not contributing.
During change, it’s expected to have ambivalence. The ambivalence however can keep us stuck because we will have contradictory desires.
Exploring the ambivalence will unlock the motivation and energy to move forward with the change.
We can’t keep emotions out of the workplace. We may not talk about them, but they are always there: the anxiety of a change, the frustration of a relationship, the vulnerability of expressing our truth.
We are human and being human comes with emotions. Managing these emotions and learning to use them as data and fuel can create extraordinary results.
My favourite is #6, which gives me perspective every time I push forward into action.
Very grateful to my cohort and our professors who created this experience of deep transformation.