Layoffs are hard. Change is hard.

Layoffs are hard. Change is hard. The current and upcoming string of layoffs is heartbreaking. I am sharing the exact (unedited) message that I shared with my team at WeWork?when we went through a rough period of layoffs and change. Hopefully this message is helpful to someone who is experiencing similar change.

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Hello Everyone,

Often times, people talk about change as if it is a simple clinical process, and that people just need to navigate from one stage of change to another. No matter what anyone says, change is hard.

It is a deeply personal, highly impactful, emotionally draining, moment for people.

The first thing about change management is to recognize this fact...and to demonstrate empathy.

We are currently an organization that is going through significant change. Every person on our team is being impacted by the change. The best thing we can do during this time is to rely on what we aspire to build. A COMMUNITY. This is a time for us to rally around one another and support one another through the change.

Here are some practical things we could be doing:

For those transitioning to new roles within WeWork:

• Let’s help them find clarity to the new roles, organization and leadership.
• Let’s help them with any transition work.
• Let’s help set them up for success in anyway possible.
• Let’s be promoters and evangelists for them, so that their new team recognizes the amazing talent that they just inherited.

For those departing the company

• Let’s recognize that these are amazing people in a really shitty situation.
• Reach out to them and show them your support, love, and encouragement.
• Open and activate your external networks for them.
• Help them connect with others people to try and unlock new opportunities.
• Provide them with strong recommendations on LinkedIn
• Help them update their profile and resume.

This is also a moment in time to practice everything we learned in market force. Let’s recognize that we are in the middle of a breakdown. This is a time to be a team and focus on performative action that explores options, and not to focus on judgmental conversation that only creates gangs.

During crisis, your best next action is to go clockwise to your primary behavioral style.

• Controls - Do not dictate. Go clockwise to influence and focus on building relationships. Start networking with people.
• Influences - Do not migrate. Go clockwise to power, and build a 30-60-90 day plan. Do not procrastinate.
• Powers - Do not tolerate. Go clockwise to authority, and apply discernment to the tasks ahead of you. Do not get caught doing busy work that adds no value.
• Authorities: Do not hibernate. Go clockwise to control and explore possibilities for the future. Do not live in the past.

Again, I recognize that change is hard for everyone on the team. I am always available 24x7 to you to help you in anyway. We are forever bonded, and I remain available to you regardless of each persons disposition.

It has been my absolute honor and privilege to work with you.

Let's demonstrate the power of community and connection for one another.

Rock on!

V

Note: The reference to market force (control, influence, power, authority) is based on a technology for building high performance teams. This has evolved into a behavioral genome called Vāsanā. Feel free to reach out to me to learn more.

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Conversations with Myself - A Blog Series

We are the sum of our life’s experiences. Throughout my life, I have been fortunate to have learned some lessons about humanity, and I have applied those lessons to leadership. I am sharing them with the hope that it can make a positive impact on someone, somewhere—starting with my two daughters.

#veresh #leadership #stayhumble #RedAzure