Our department is under renovation – not the fun, pick out paint and wallpaper type. It’s the stressful, difficult reorganizational type.
We have a couple holes where staff have recently left. Getting all the work done is hard, especially alongside lots of new projects and endeavors. But our boss has been very strategic in her approach to filling spots and identifying ways to make the most of things.
It’s exciting but also nerve-wracking – I agree with her approach and think it is a smart way to align what we’re doing with the rest of the organization. But we haven’t been involved with the decision making, and people are thinking, “Where do I fit in?” “Which box is mine?” Additionally, there is the added wrench of one opportunity for a little bit of professional growth. The internal candidates are small in number – more than one vying for one spot. Let the hunger games begin!
I joke, but I do feel like there’s potential for discomfort – what happens after the decision is made? How do the people who don’t get a promotion move forward? How might the overall team dynamic change? Will it be helpful or harmful? How can we ensure a shift like this will be a positive experience for the team? How will this change be managed, and can discomfort be mitigated?
There is a team dynamic at play that could make or break us as a department – I only hope we’re resilient, supportive and flexible enough to embrace the change and make it work for everyone. And while I obviously have lots of questions, I also have lots of hope. I’m looking forward to being a part of these changes and doing what I can to ensure my voice is heard.
– Libby Bingham