Reflections on Change: From Personal Grief to Organizational Change Management. (V.1)

On November 22, 2023, my life took a drastic turn with the passing of my wife. Overnight, I became a single parent and began a profound process of change in both my personal life and career. Shortly before this event, I had already started a professional transformation, transitioning from being a Contractor in the role of Product Manager at Lean Solutions Group to taking on the position of Change Management Manager as a direct employee of the company in May 2024.

Change arrived without warning on a personal level, and with a bit more transition time on the professional side. While facing this new reality, my 10-year-old son, Tomás, gave me an unexpected lesson that profoundly shaped my understanding of change processes. A few days after his mother’s passing, we went to the movies to see Kung Fu Panda 4, seeking a small escape. Upon leaving, Tomás, with his wise innocence, told me that the movie had left him with four lessons, one of which was, “Daddy, we need to be prepared for changes.” After a brief pause, he added, “And we’ve already been through a big change... you know, Mommy and I have already accepted it, and you should too.” His words moved me to tears, but they also made me reflect deeply.

At that moment, I understood more clearly what I had been studying about change processes, both personally and professionally, and especially how my grieving process connected with this understanding, which I must confess I am still working through to this day. The stages of grief that Elisabeth Kübler-Ross described in her theory apply not only to personal loss but also to organizational changes. My personal experience reinforced my understanding of how transitions can be managed in any context and how, depending on the individual experiencing them, some may require more time, more support, and even greater understanding and patience from those who may not be changing firsthand but who, due to family, personal, or professional ties, expect that transition to happen in the person who is experiencing it.

In organizations, changes can manifest in different ways. Some change processes are more democratic, where sponsors, stakeholders, and users participate in decision-making. These changes tend to be more progressive and shared, which facilitates the transition for everyone involved. However, other changes are more abrupt, such as when a company makes a strategic, economic, or legal decision, and employees have no choice but to adapt. This type of change closely resembles what I experienced with the loss of my wife: an unexpected change, allowing no choice, only adaptation.

In the professional realm, these abrupt changes are often challenging, but it is crucial to learn to accept and work through them, as our adaptability enables us to move forward. In my case, losing my wife left me with a new reality in which I had to assume my role as the head of the household, without the chance to decide. The only options were to accept, adapt, and learn to live with it, striving to reach an emotional stability point to continue moving forward.

Similarly, in organizations, we face changes we cannot always control. Sometimes, we can decide whether to accept a change, like when choosing to relocate or alter our career path. But other times, we must adapt to decisions made at a higher level and find ways to thrive within that new reality.

It is essential to understand that, just as there are psychologists who support people through difficult transitions, such as grieving a significant loss, there are also Change Management specialists to guide teams and companies through workplace transitions. These professionals help employees understand the process, identify their emotions, and find productive ways to adapt to the new organizational reality.

Ultimately, surviving changes—whether personal or professional—is key to not being left behind. The work environment is constantly changing, and if we don’t learn to board the train of change, we risk missing the journey. Our ability to adapt defines whether we can advance and thrive amid transformation.

In my experience, change has been a constant lesson, both personally and professionally, and it has allowed me to understand that not all changes are chosen, but all require resilience, flexibility, and above all, a positive attitude toward the future. And today, more than ever, I feel that my purpose as a Change Management Manager is precisely that: to help others navigate those moments of transformation, with the conviction that, although we may not be able to change certain realities, we can always find ways to adapt and grow.