Leading transitions in traumatically experienced change – a question of doing or being?

Abstract

Purpose The purpose of this paper is to explore change leadership in the context of traumatically experienced change. “Being-centeredness” is proposed as a change leadership paradigm, with the leader becoming a facilitative instrument who assists restoration of a healthy working environment, healed emotions and change transitioning. Design/methodology/approach This paper is a conceptual research paper. Conceptualizations of being-centeredness are developed by building on the discourse of change emotions in organizations and research on change leadership. Findings Change interventions are experienced more traumatic than often believed. Healing of these emotions is essential to avoid stuckness. Becoming an instrument of change enables being-centered leaders to assist the emotional healings of victims and survivors when change is experienced as traumatic, promoting individual transitioning, restricting resistance to enhance change readiness and resilience. Research limitations/implications Although conceptualizations are supported by an abundance of research and practical experience, as with any conceptual research, it lacks direct empirical evidence to support the conceptualizations. Practical implications Being-centeredness is an untapped inner capacity in many change leaders and change interventions. Explicitly normalizing and promoting being-centeredness and the further development of this capacity in leaders will allow this latent capacity to surface from its suppressed state, to be applied overtly. Originality/value The paper provides a new paradigm on leaders can and should deal with acute emotions that are often experienced from change, which focus more on the way of being of leaders, than competencies or change activities that must be done. This is likely to further emotional healing, change transitioning, resilience and ultimately change success.