Six Principles of Self-Management Success: 6. Manage to Change

Our last post in this series about the qualities of self-management deals with managing change. Not “change management” because that’s an organizational process. The idea behind “manage to change” lies in the ability of each individual to change as necessary.

Just as a quick recap, here are the five qualities we’ve discussed so far:

1.     Know Yourself

2.     Do Work You Enjoy

3.     Be a Part of the Solution

4.     Handling Personality Conflicts

5.     Learn How to Learn

Each of these qualities deals with our ability to change. Whether it’s knowing ourselves, understanding others, or handling difficult situations, there’s a component of change. The concept of “manage to change” focuses on our ability to effectively make a change when needed. It’s about knowing ourselves and our circumstances well enough to know when a change is called for and what kind of change needs to be made.

Knowing When to Use Our Strengths

It’s natural to rely on our strengths. And our tendency might be when the going gets tough, to use our strengths even more because…well, they’re our strengths. However, there are times when relying on our strengths too much can turn positive and productive behaviors into negative and self-defeating ones.

For example, let’s say a person is well-known for their ability to lead a group or project. One of their strengths is getting people and responsibilities organized, then helping the group stay focused and maintain productivity. However, if the person always must be in charge and is unable to participate without being in a leadership role, then their usually positive behavior becomes unproductive.

Another example is when we use our strengths but at the wrong time. A person who uses logical, systemic, analytical behavior is a great person to have on the team. But if a decision calls for active listening and empathy, then it might be considered inappropriate to use logic and systemic reasoning at that time. Using this example, the person should change their approach to consider feelings and emotions. It would be more effective even though it may not be a strength.

Self-Awareness Helps Us Manage to Change

The way we can manage to change is by staying cognizant of our strengths and being aware of situations when we could possibly overuse them. This will prevent us from using our preferred behaviors to excess. We also need to recognize those situations that call for us to leave our comfort zone, regardless of our skill level, to align our behaviors with what is required for the situation.

Today’s workplaces continue to become more social which, in turn, means they are becoming more personal. If we want to solve the business challenges of the future, the first step is being able to manage ourselves. The more we can manage to change; the greater our potential.

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About the author:

Sharlyn Lauby is an author, writer, speaker, and consultant. She has been named a Top HR Digital Influencer and is best-known for her work on HR Bartender, a friendly place to talk about workplace issues. HR Bartender has been recognized as one of the Top 5 Blogs read by human resources professionals by the Society for Human Resource Management (SHRM) and best business blog by the Stevie Awards.

Publications such as Reuters, The New York Times, Mashable, ABC News, TODAY, and The Wall Street Journal have sought out her expertise on topics related to human resources and the workplace. Sharlyn is the author of “Essential Meeting Blueprints for Managers,” which is available on Amazon, and "Manager Onboarding: 5 Steps for Setting New Leaders Up for Success," available at the SHRMStore.

Her personal goal in life is to find the best cheeseburger on the planet.