In a world filled with change, it is often not the practical changes we find difficult but rather the emotional letting go of the way the world used to be and the taking on of new roles, identities, and ways of being.
The first stage is to let go of the way the world used to be and turn to face the future. The second stage is to take the first step into the unknown: leaving behind the security of the old world and taking the risk of building something new. This is the threshold phase.
Crossing the Threshold
The Threshold phase is like the chrysalis between the caterpillar and the butterfly: everything here is undefined.
The old world has gone but the new world has not yet been built. So as people enter this stage they are likely to be feeling uncertain, disoriented, lonely, vulnerable, or afraid.
Your role here is to provide structure — for yourself and then others.
In a churning world this structure can’t be rigidly imposed: people have to develop it for themselves (using their own inner leadership).
But there are two things you can do to accelerate the process:
- First, bottom up, you can encourage people to develop their own inner leadership skills, to become better at coping with uncertainty.
Teach them especially to centre and ground, make clearer sense of their situations, and find more opportunities in a crisis.
The better people are able to do these three things the more confident they will become and the better they will be able to respond to whatever happens.
- Second, top down, you can provide external structure and security by putting the culture of your future vision in place.
Management guru Peter Drucker wrote that, “Culture eats strategy for breakfast.” This Threshold phase gives you the opportunity to bring that culture alive.
You do this by defining the values that will make your vision succeed, why they matter, and the attitudes and behaviours that bring them to life.
Doing this provides a framework of values, attitudes, and behaviours that enables people to respond to anything that happens.
And as always, you can’t lead others if you don’t first learn to lead yourself.
One day you will look back at the Threshold stage as a time of freedom, so treat the ambiguity of this period as an opportunity for innovation, exploration, and adventure. Switch from asking “Are we there yet?” to “Are we heading in the right direction?” Experiment! In the Threshold stage all things are possible.
When did you last experience a major shift in role or identity? As you stepped into that new role did you experience uncertainty?
Would it have been useful to know how to:
– stay calm in a crisis, make clearer sense of new situations, and find more opportunities?
– have a clearer vision of what you were working towards and clearer values, attitudes, and behaviours to guide you?
Would it be useful to start learning these skills now?
Adapted from Inner Leadership: a framework and tools for building inspiration in times of change.
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