When it comes to organizational transformation, are you an Ostrich?

If someone accuses you of being an Ostrich, it essentially means you are refusing to confront or acknowledge a situation. “Don’t bury your head in the sand like an Ostrich,” comes from the supposed habit of ostriches hiding when faced with their predators. The notion being that the dumb ostrich believes that if it can’t see its attacker then the attacker can’t see it. The Ostrich character is firmly in denial. 

Ostriches are clear on what their contributions to the company have been, but they have a difficult time accepting the changes they see happening and understanding how they can still contribute. They essentially “stick their head in the sand” in the hopes that the change will simply go away. Their philosophy is, “If I just ignore it, this change won’t happen. Give it time, and things will go back to the way they were.” 

Being in denial about change happening around you is understandable. Denial is a coping mechanism. It gives your brain time to adjust to distressing situations, like the post-M&A environment.

The issue for Ostriches is that they stay in denial. They use denial to protect themselves and refuse to accept the truth about what is happening.

They are proud of their skills and were likely well known for their past accomplishments, so they have a difficult time seeing how their skills can contribute or be leveraged in the future—to the point where they become almost paralyzed. In fact, when people tell Ostriches that their skills could be valuable in the new company, they can be resistant. 

“A work colleague I knew was definitely an Ostrich, which was a shame,” shared one of my interviews who experienced a mid-sized company merger. “She had been an office manager and proud of her work. When the merger took place, she couldn’t understand why. She felt it somehow meant her job was no longer valued. That she was no longer valued. Her work could have remained valued if she’d evolved, but she stayed stuck in denial hoping everything would just go back to the way it was.”

According to research by the Mayo Clinic, people in denial do the following: 

? Won’t acknowledge a difficult situation

? Try not to face the facts of a problem

? Downplay possible consequences of the issue

These are the tell-tale signs of an Ostrich. These people typically were quite proud of the work they did, so the news of a merger or acquisition with another company can present a new reality they have a hard time adjusting to. They go into the denial stage because this news threatens their sense of control. Denial can only be a temporary measure—it won’t change the reality of the situation—and the Ostrich has a hard time seeing this.

So how do you help Ostriches? First and foremost be patient, especially if they are people you have enjoyed working with, who could be great contributors in the future if they just take a little time to adjust. Demanding they “face the facts and move on” will only antagonize them and likely push their heads down further into the proverbial sand. They might just need a little time to accept the new reality. Let them know that you are open to talking about the changes and are happy to be a sounding board. Listen and offer support.

If the Ostrich happens to be your boss, honestly, you can only help so much. When people are in denial and ignoring what’s happening around them, they are likely to only last so long.

Now for the tough question: What if the Ostrich is you?

Frankly, the majority of people play the Ostrich role for a bit because being in denial about potentially disruptive or unexpected news is the first stage of grief. Almost everyone experiences it. But a full-fledged Ostrich stays in denial too long. If you find that you are having a hard time facing reality, that you are ignoring the changes happening around you and fixating on how you have always done things, then you are likely exhibiting Ostrich traits. If people are increasingly saying things to you like, “Yes, I know that’s how it used to work, but we need to evolve how we do things as we integrate with this new company,” then you are likely being seen as a bit of an Ostrich.

Here are three ways to help you get out of your Ostrich mindset:

1. Ask yourself what you are afraid of. Is it loss of control? Is it the fear your job is no longer important? That you won’t be able to adapt to this new company? Examine what you fear and identify any possibly irrational beliefs about your new situation. Articulating these fears helps you begin to address them and adapt.
2. Consider the consequences of not taking action. Being an Ostrich can hurt your efforts as others adapt around you. You need to be honest with yourself and consider what could happen if others evolve while you don’t.
3. Find a trusted friend outside of work to open up to. Allow yourself to express your fears and emotions, acknowledging the potential negative consequences of not adapting. Talking these issues through will help you to see a way forward. 

It’s okay to say, “I just can’t think about this right now.” But denial can only be a temporary response; it won’t change the reality of the new situation. It is imperative that you accept that change is happening—that it has happened—and your opportunity lies in figuring out how your skillset contributes to the new future.

(An excerpt from "NOW WHAT? A Survivor's Guide on Thriving Through Mergers and Acquisitions", Chapter 17: The Ostrich)

Jennifer J Fondrevay is the Founder of Day1 ReadyTM, a consultancy that advises forward- thinking business leaders, owners and C-Suite executives on how to prepare for the human capital challenges of M&A. She shares her expertise as a contributor to: Forbes, Harvard Business Review, Thrive Global, American Marketing Association, Middle Market Growth; and as a frequent podcast guest and keynote speaker for HR conferences, associations and Fortune 500 companies. Her forthcoming survivor's handbook, "NOW WHAT?" comes out 11/3.