Choreographing change management for mental wellbeing
Learn how organisational change so often goes wrong and how to make it work better, using dance as a fun metaphor!
Understanding change and mastering change management are not merely vital professional skills; they influence our personal lives, self-worth, and overall mental health. So you would think that change management would by default prioritise mental wellbeing, and yet that’s not how it ends up working in practice.
To understand the problems better, and what you can do about them, it can be helpful to think of managing organisational change like a choreographer.
Why some change choreographies fail
In my extensive experience working with diverse organisations across multiple industries, I find that the reputation of change management and change consultants often eclipses their actual value. What's more disconcerting is the negligence some change managers and consultants show towards the psychological toll their actions can have on employees.
Here are some ways that change managers fumble the dance and end up tripping all over themselves and crashing into innocent bystanders.
Prioritising choreography over the dancers
A dance can be technically flawless but emotionally empty if the dancers are not given their due. Many change managers and consultants put too much emphasis on processes and not enough on the dancers—the employees. They lack the emotional intelligence needed to execute a performance that is meaningful to everyone involved. After all, change processes, tools and artefacts should be useful for people, not simply to follow through on a plan or appear to be ‘doing’ change stuff.
Choreographers out of sync with the music
Some change managers are disconnected from the business rhythm and the essence of the performance. While they may excel at organising steps—business readiness, risk mitigation—they often fail to align these elements into a seamless dance. As a result, they end up performing solo acts, stepping on everyone else's toes.
Inconsistent leads on the dance floor
As philosopher Alan Watts once put it,
"The only way to make sense out of change is to plunge into it, move with it, and join the dance."
Yet many business leaders opt to be passive choreographers rather than active dancers. This leaves the ensemble—employees—confused and unsure of the steps because they don't see anyone else in front of them pulling off the moves consistently enough for them to follow, leading to a disjointed and unengaging performance.
Psychological footwork: Different reactions to poor change management
Each dancer responds to the music and choreography in their own way. For some, change can be an invigorating new rhythm; for others, it's a trip or stumble that leads to emotional turmoil. When an organisation fails to provide the right choreography and pacing, individual dancers are left to improvise, often with mixed results.
Job insecurity and quiet quitting
Employees may become overly cautious, doing the bare minimum to avoid any risky decisions. This heightened self-consciousness not only generates anxiety but also results in a less passionate dancer that is more likely to trip over themselves sooner or later.
Apathetic workplace culture
Some people will react to the undisciplined changes by becoming undisciplined themselves, embracing a devil may care attitude, even if only at a subtle level. They figure since so many people are dancing to their own tune, they can too, and inspire others to do the same.
This can be liberating initially, but it quickly erodes a sense of belonging and connection for the person, and their morale eventually tanks.
Unreasonable opposition to change
Some people will simply refuse to join the dance, except when a choreographer pops their head in to check. At that point they'll make up some weird approximation of dancing that is part-Bollywood and part-seizure.
This makes the individual initially feel secure in hanging on to the familiar, but as things keep changing around them, they're the first to become bitter and resentful, and begin compromising and corrupting their relationships.
Choreographing a harmonious change management performance
Change management doesn't have to be a stumbling act. It can be a harmonious ballet, a smooth jazz piece, or an invigorating hip-hop number—so long as it's choreographed with care. Here's how to do it:
Lead with emotional rhythms
Just like a dancer needs to understand the emotional rhythm of a performance, change managers should embrace Emotional Intelligence training. This allows you to gauge the mood of the room, understand individual stressors, and adapt your steps to provide the right support.
Invite everyone to the dance floor
In a dance, inclusion can turn a solo performance into an ensemble masterpiece. Involve your team members in the planning stages of the change, turning them into active dancers rather than passive spectators. This fosters a sense of ownership and reduces feelings of alienation or uncertainty.
Keep the tempo clear and steady
In any dance, rhythm and timing are essential. Transparent communication serves the same purpose in change management. Ensure everyone knows the sequence of moves, why they're necessary, and how they contribute to the final performance, thereby reducing anxiety and increasing trust.
Choreograph a wellbeing strategy
Just as a dancer takes measured steps to avoid injury, a well-plotted wellbeing strategy can mitigate the stress and psychological strains that often accompany change. This could include stress-relief techniques, mental wellness programs, or team-building retreats to maintain balance and poise throughout the dance.
The lead dancer sets the tone
In dance, the lead dancer guides the ensemble, setting the pace and tone. Similarly, leaders in an organisation should be the first to adapt to new changes and model positive behaviour. This provides the ensemble—your team—with a clear role model to emulate.
Tailor the choreography to the dancer
Every dancer has unique strengths and limitations, and a good choreographer tailors the moves accordingly. Similarly, personalised support systems like mentorship programs can address individual needs and reactions to change, making the transition smoother for everyone involved.
Freestyle and adapt
The best dancers are those who can adapt their moves to the changing rhythms of the music. Adopt an agile approach to change management, allowing for adjustments based on shorter feedback loops. This shows your team that their mental wellbeing is not just a one-off concern but an ongoing priority.
A curtain call focused on wellbeing
Every performance ends with a curtain call and reviews. Once the change is implemented, it's crucial to evaluate how it has impacted the mental wellbeing of your ensemble. This retrospective can provide invaluable insights for future performances, ensuring each dance is better than the last.
Elevate wellbeing in your change management choreography
Change management, like dance, requires grace, sensitivity, and an understanding of complex human dynamics to be truly successful. By incorporating these steps into your change management choreography, you'll achieve not only organisational objectives but also foster an environment where mental wellbeing is given the centre stage it deserves.