4 Minute Read…
The Israelites said to them, “If only we had died by the Lord’s hand in Egypt! There we sat around pots of meat and ate all the food we wanted, but you have brought us out into this desert to starve this entire assembly to death.” – Exodus 16:3 (NIV)
I love the exodus story. I especially love the emotions displayed by the fleeing Israelites along the way. It’s so real. It’s so … well, us.
Or should I say, “it’s so organizational?”
Quick Bible story recap: The nation of Israel has been in Egyptian captivity as a slave nation for 400 years. That’s a long time. Now, through prayer and God’s timing, they have been set free in a dramatic series of events. After a change of heart by the Pharaoh, they are chased down by the Egyptian army only to escape across the Red Sea miracle. Now, they are wandering through the wilderness. They are free, but they are frustrated. They begin to complain to Moses, their leader. We read about one of their many complaints in Exodus 16:3.
Back to us: Our organization has not lived as a slave nation for hundreds of years, but in a way, we are all enslaved by the comfort of today. Even in decline, we can get pretty comfortable — both personally and organizationally. I see this all the time when coaching leaders and consulting with organizations. There is a desire for progress, but when the process requires moving away from what we know today, a struggle begins. It’s emotional, not logical.
This is why I constantly suggest that people don’t resist change — they resist loss.
People do not like letting go of what they know, even when what they know is terrible and what is potentially ahead is significantly better. The reason is comfort. We all love to be comfortable. And guess what’s uncomfortable? Change. Progress. Transformation. This presents quite a problem for leaders like you. It was quite the problem for Moses.
Here’s the typical progression: When a leader realizes the organization is suffering and needs to change, a progress decision is made. Often that decision involves the implementation of a new strategy, model, or product. In tandem, implementing something new usually means replacing something old. And our problem begins.
Most people love the idea of progress but struggle to embrace the process. Progress involves two things: moving toward the future while letting go of the past. You can’t take hold of what’s next if you refuse to let go of what’s now.
In the case of Israel in the wilderness, progress toward the Promised Land meant leaving Egypt. That sounds good on the surface, but after 400 years, Israel had become pretty comfortable being uncomfortable as a slave nation. They wanted out, and Moses led them out, but leaving Egypt meant letting go and losing comfort. Easier said than done. Just ask Moses!
If you are a leader preparing to implement anything new, prepare for the resistance of GRIEF. That’s what is actually happening. People aren’t resisting your idea or your leadership. They are grieving the loss of comfort because they are losing the way things were. Israel didn’t really want to go back, but it’s hard to let go of what you’ve always known.
If you are going to lead people, a team, or an organization towards a preferable future, here are four strategies to help ensure success:
1. Consider the loss
Before you even begin the transformation process, ask yourself this question: Who is losing what? That is an illuminating question that will help guide you to support those in the organization about to experience grief during the process, even if they favor the transformation.
2. Be empathetic, not frustrated
Remember, people are not resisting you or your idea. They are resisting the process, not the progress. Deep down, they want things to get better. They want to win. They want missional success. But it’s hard to let go of what you currently know. Don’t be frustrated with them. Instead, show empathy towards them. Support those grieving by coming alongside people as they struggle.
3. Resist the backward pull
Picture it like a bungee cord. You and the organization are on one end, with the current strategy or model tied to the other. You want to run forward, but the present way keeps pulling you back. The temptation is to assume the backward pull is proof of a flawed plan. That’s not true. The draw backward is the natural gravity of every established organization.
Don’t let your team drag you back to Egypt. Keep moving forward by supporting them in letting go.
4. Acknowledge everyone might not make it
This is tough but true. As a leader, we want to bring every single person along with us. I get it because that’s what I want to do, too. It feels like the correct leadership thing to do. However, transformations reform organizations, and new forms aren’t great fits for everyone. That’s an unfortunate truth. Some people functioned better in the previous model. That’s okay. When people struggle, and some will undoubtedly struggle, it’s your job to help them find a place to thrive again, whether in or out of the organization you lead.
Leading people and organizations isn’t easy. If it were, I guess everyone would do it. Just ask Moses.
How can I help?
Helping ministry and marketplace leaders through change, transition, and transformation is why I created Transformation Solutions. Go right now to mytransformationsolutions.com and sign up for a free, 30-minute conversation to decide if working together works for you.
