Are you feeling loved and appreciated at work during this month of Valentine? 🌹
If the answer is yes, then keep it up, and do even more, especially during these times of never-ending change. Did you catch my earlier resource newsletter with four ways to support yourself and your team through change fatigue? You can read it here.
If the answer to my opening question is no, then what are you going to do about that? Perhaps the reason why relates to the constant change you experience in your work environment. When change happens, leaders often skip the crucial step of processing their own response, jumping straight to “rallying the troops.”
But unprocessed frustration, anxiety, or disappointment shows up in your mindset, your communication, your energy, and your decision-making. Could this be driving you toward change fatigue?
Introducing the Self-Aware Leader 1:1 Executive Coaching Accelerator programs for ambitious leaders-of-leaders who are dealing with constant change. One, three and six month engagements now available.
Let’s revisit the first of the four ways to be a supportive leader through change – make sure you process your own reactions and mindsets before leading your team or organization through it.
Here are some questions you can ask yourself to see if you, personally, are experiencing change fatigue:
📏 Am I, personally, aligned with the new reality? If not, what do I need to do to get there?
⚠️ What are the early physical, emotional and behavioral ‘warning signs’ that indicate to me I’m getting really tired of the amount of constant change?
⚡✂️ Where am I depleting my energy fastest right now, and what’s one thing I could stop doing?
❤️🩹 What recovery and reflection practices have I abandoned that used to sustain me?
🚶🏻♀️➡️ Am I modeling the sustainable pace I want my team to maintain?
☎️ Book a 20-minute Discovery Call and I’ll help you determine how ready you are, personally, to lead yet another change.
I recently sat down with Shari Simpson, host of the HR Mixtape podcast to discuss what it means to be an “authentic leader” and the false belief that leaders must have all the answers and project absolute certainty at all times. I stressed the importance of leaders being honest about what they don’t know because the reality is that even high-level executives, including both male and female CEOs, struggle with Imposter Syndrome. How can they not in this environment of unprecedented and ongoing change?
Here are additional resources to help you, and your team, address change fatigue:
👂 Listen to my interview with HR Mixtape Podcast “The Myth of the All Knowing Leader”
📖 Read this HBR article to learn What to Do About Change Fatigue?
👀 Check-Out this blog about How to Overcome Change Fatigue and Lead Workplace Change
▶️ Watch this YouTube video about Why Change Fatigue Wins.
Leaders experiencing constant change often feel pressure to appear all-knowing when they’re actually navigating uncertainty themselves. If you’re feeling vulnerable about not knowing, remember this isn’t a leadership weakness—it’s what makes honest reflection possible.
When we give ourselves permission to admit we don’t have all the answers, we create space to actually figure out what matters most.
Here’s to bringing your best self forward,
Loretta