What If The Monster Is Just Sad?
- Morgan Hunter
- Jan 6
- 3 min read
Into the Shadows with Guest Christopher Lind
In this episode of Monster in My Closet, Anil and Morgan explore the surprising connection between resistance to change and the grief process. Joined by guest Christopher Lind, the conversation unpacks how mourning perceived losses can manifest as resistance in the workplace, drawing parallels between the stages of grief and reactions to organizational transformation. With insights rooted in Christopher’s unique experiences growing up in a funeral home, the discussion covers the importance of empathy, the role of leadership in addressing these emotions, and actionable ways to navigate personal and organizational change.
Key Takeaways with Actionable Steps
Acknowledge Emotional Resistance: Recognize that resistance to change often stems from grief. Ask employees how they feel about the change and listen without judgment.
Create Space for Emotions: Provide opportunities for open dialogue, such as office hours or team meetings, to discuss frustrations or sadness.
Plan for a Dip in Performance: Account for temporary productivity declines during transitions, allowing employees time to adjust.
Develop Individualized Support Plans: Tailor your leadership approach to where each person is in their grief process, offering empathy and understanding.
Encourage Rituals for Closure: Facilitate activities like reflective sessions or symbolic actions to help teams move on from the old system or process.
Build Whole-Person Relationships: Know your team members beyond their job roles to better understand and support them during transitions.
Research and Supporting Statistics
Stages of Grief in Change: Studies show that workplace transitions follow a pattern similar to the five stages of grief (Denial, Anger, Bargaining, Depression, Acceptance), impacting team morale and productivity.
Employee Engagement: According to Gallup, organizations with high employee engagement see 21% higher profitability and 17% higher productivity, emphasizing the need for empathetic change management.
Impact of Toxic Positivity: A 2022 Forbes article revealed that overly optimistic leadership during crises can lead to 36% higher burnout rates among employees.
Grief and Change Overlap: Studies show that the stages of grief align with the emotional responses to organizational change. Statistic: 70% of change initiatives fail due to employee resistance or lack of support.
Emotions and Productivity: Emotional well-being directly impacts performance. Statistic: Employees with high emotional engagement are 21% more productive (Gallup, 2021).
Toxic Positivity Harms Culture: Overemphasizing positivity during change undermines trust. Statistic: 68% of employees disengage when they feel their emotions are dismissed (Forbes, 2022).
Empathy in Leadership: Empathetic leaders foster resilience. Statistic: Teams led by empathetic managers have 76% higher engagement levels (Harvard Business Review, 2020).
Suggested Reading on the Topic
Leading Change by John P. Kotter
Switch: How to Change Things When Change Is Hard by Chip and Dan Heath
The Five Dysfunctions of a Team by Patrick Lencioni
Option B: Facing Adversity, Building Resilience, and Finding Joy by Sheryl Sandberg and Adam Grant
Wrap-up
Understanding the connection between grief and resistance to change unlocks new avenues for leadership in transforming workplace culture. By recognizing the emotional journey employees undergo during transitions, leaders can foster an environment of empathy, trust, and growth. From planning for the inevitable dip in performance to encouraging rituals that provide closure, these strategies empower organizations to navigate change while nurturing their most valuable asset—their people. The journey might be messy, but on the other side lies innovation, resilience, and a more engaged workforce.
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