How to Get off the Tail End of the Whip

“The responsibility for change...lies with us.”

- Alvin Toffler

A few weeks ago, I wrote about how leaders can engage their people in the development and execution of organizational change through group problem-solving. Doing so would not only relieve the leader’s burden, but would also help their team feel more involved in the change process and less like they were “on the tail end of the whip.”

But what do you do when you feel like you are the one “on the tail end of the whip,” especially when the resulting change (or lack of change) may significantly impact your career? I just happen to have a couple of clients who are experiencing that very feeling right now.

Though career coaching is not my specialty, I recognize the feelings of dread and frustration that these individuals are experiencing, and I also know that the overall effect is a crippling inertia--a total disinterest and inability to move forward on the things that matter most to them. They feel powerless and vulnerable, dependent upon the organization to which they have given their loyalty. They may even fall prey to cynicism, which can be defined as “optimism with a broken heart.”

The good news is that this inertia is temporary--positive movement can start once people reestablish a sense of control. If you find yourself in a similar situation, you’ll want to answer these key questions:

1) Who can fill you in on what’s happening in the organization?
Without information, we make up our own stories. We entertain the fear of office politics squeezing us out, we see evil intentions when we read too far into someone’s innocent statement...we want information, even if we have to fabricate it. Our most dramatic sides come out, as we weave tales of deceit and manipulation that might lie in our future.
Action: Listen to the story you are telling yourself. Cut the drama, and ask for the real scoop from a reliable source.

2) Who may be influential in the decision and do they know what you can do for them?
First, you’ve got to know what you can do for your organization. These questions may help:
- What types of problems do you enjoy solving?
- What are you really good at doing? Of those things, what do you enjoy doing most?
- How do you want to contribute to this company or another company?
This action may be a little uncomfortable if you do not enjoy self-promotion. Think of it this way: wouldn’t they like to know what you bring to the table before it’s too late...before they make a decision that might cost them a valuable asset (you)? Ideally, you’d work for a leader who knows these answers already and is working hard to put you in the best place possible. However, no one can promote you as effectively as you can promote yourself.
Action: Answer the questions above and secure a meeting with an influential decision maker so that you can share your insights with him or her.

In the end, the organization’s leaders will make a decision, and regardless of what that decision is, you will always make your own decision. You may make the decision to stay, or you may make the decision to look for employment elsewhere. And if they’re too slow in making a decision, then remember...you still get to make your own decision!

If you need a little more encouragement to take the next steps, I invite you to check out the article by Curt Rosengren, 8 Basic Career Truths.

Here’s to taking responsibility for your own change...Cheers!