There are 12 phases of burnout that can easily become a slippery slope.

Type: Case Study

Client: Internal Consulting Team

Category: Change Leadership 

Need: Resolve Conflict and Stress

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Background

A national product company was struggling to keep up with competition. The increasing marketplace demands was causing the company to make frequent and ongoing strategic changes, all which placed a lot of pressure on an internal change implementation team that had already been working long hours for nearly a year. Cracks in the team’s foundation began to show as an increasing amount of internal arguments, upset and breakdown began to emerge in weekly meetings. And though it was hoped that changes would begin to slow down, the constantly changing marketplace almost ensured that the teams ability to navigate their “new norm” was going to be critical for their effectiveness as a team, and for the organization’s benefit as a whole.

Indicator: Working long hours for months on end
Indicator: Struggling or ineffective performance
Indicator: Internal fighting and conflict
Indicator: A new norm that will likely not be changing

Recommended Solution / Approach

In times of overwhelm, the first place to always begin is with acknowledgement. Nothing can change if we do not first know what is not working. Taking leaders through a critical examination of the choices that are being made, and their perceived point of power in those choices, creates an open space for identifying disconnected gaps. With these gaps identified, leaders are taken through a series of Training Webinars and Integration Coaching Sessions in how to mitigate overwhelm and re-claim self empowerment in the midst of their overwhelming workload. Though immediate benefit is realized by some team members, the most lasting team transformation takes place over time, and is supported by subsequent development touch points in 12 months following the initial program.

 

Top Outcomes

  • Significant reduction of in-fighting and conflict between team members.
  • Greater collaboration and innovation rising from those on the front line of organizational change.
  • Deepened professional fulfillment and satisfaction, dramatically decreasing leader attrition.