A staggering 73% of employees affected by change report experiencing moderate to high stress levels. And while at first glance, this might seem alarming, it’s actually great news! Why? Because stress, often seen as a negative force, can be the key driver of action and transformation.
Is Stress Really Beneficial?
Yes! Without stress, most people wouldn’t take action. We’ve all heard of “fight or flight,” and while extreme stress can lead to paralysis or panic, moderate levels of stress can act as a powerful motivator. Think about it: negative emotions such as discomfort, fear, or frustration push people out of their comfort zones and force them to take action. In fact, stress can be the trigger that fuels innovation, productivity, and positive change.
That said, managing stress during times of change is not a simple task. It’s a balancing act. Too little stress, and you may find your team indifferent, disengaged, or slow to respond. Too much stress, on the other hand, can overwhelm people, clouding their judgement and shutting down creative thinking. So, how do you keep your team in the sweet spot of stress to drive transformation without leading to burnout?
The Power of Negative Emotions in Change
We tend to think of positive emotions—like excitement, joy, and enthusiasm—as the key drivers of engagement and productivity. And while those are certainly important, negative emotions often play a more vital role when it comes to change.
Why? Because negative emotions create urgency. They highlight the gap between where we are and where we want to be. Discomfort propels us to act, solve problems, and seek improvement. It’s that sense of dissatisfaction that pushes teams to innovate, think differently, and ultimately embrace change.
However, there’s a tipping point. Once stress or negative emotions become too overwhelming, people shut down. High stress levels make it difficult to think clearly or come up with innovative solutions. Instead of pushing forward, people may become paralysed by fear, resistant to new ideas, or trapped in a cycle of indecision.
The Balancing Act: Managing Stress Through Change
Managing a team through change requires leaders to keep stress levels in check. When the stakes are high, employees will inevitably feel the pressure, but it’s your job to maintain a balance where that pressure is motivating, not paralysing.
Here’s how you can manage this delicate balancing act:
Recognise the Signs of Disengagement: If your team seems indifferent or unmotivated, it may be a sign that the emotional drive isn’t high enough. They’re likely not feeling the urgency to adapt or act. In these cases, it can be helpful to increase awareness of the risks or challenges ahead. Share data, discuss the potential consequences of inaction, and create a sense of urgency to nudge them into action.
Identify When Stress Is Too High: On the other hand, if you notice your team showing signs of panic or burnout—like indecision, frequent mistakes, or emotional exhaustion—stress may be too high. At this point, it’s crucial to step in and offer support. Acknowledge their concerns, provide reassurance, and break tasks down into more manageable steps to help lower stress levels.
Cultivate a Culture of Psychological Safety: Teams need to feel safe expressing their concerns, asking questions, and taking risks. When people know they won’t be punished for mistakes, they’re more likely to innovate and embrace change, even in the face of stress. Encourage open communication and give employees the space to navigate challenges with confidence.
Keep Communication Clear and Consistent: Uncertainty is one of the main drivers of stress during times of change. If people don’t know what to expect or feel out of the loop, their stress levels are likely to spike. Clear, consistent communication about the direction of change, timelines, and expectations can significantly reduce stress and make people feel more in control.
Provide Tools and Resources: Sometimes, stress stems from feeling ill-equipped to handle new demands. Offer training, tools, and resources that can help your team develop the skills and knowledge they need to navigate change effectively. When people feel prepared, they’re more likely to face challenges with confidence, rather than fear.
Moderating Stress for Effective Change
While stress is often viewed as the enemy in the workplace, it’s actually a critical component of driving change. Without it, many employees would remain stagnant, content with the status quo. Negative emotions, when kept at a manageable level, can act as powerful catalysts for growth and innovation.
But as with any powerful tool, stress needs to be handled with care. It’s all about finding that delicate balance—enough pressure to inspire action, but not so much that it leads to paralysis or burnout. By understanding and managing stress levels within your team, you can turn the challenges of change into opportunities for transformation and success.
Imagine the elephant as a large, powerful force of emotions in your limbic part of the brain, and the rider as the rational, thoughtful, and creative part - your cortex. Instead of trying to force the elephant to move (image 1), learn to guide and ride it (image 2).
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