Whenever some kind of organizational change happens, both employers and employees can experience an unexpected “crisis of confidence.” Whether the change is a merger, upgraded software system, marketplace positioning, new CEO—here’s what emerges:
• Suddenly and mysteriously, people don’t feel quite as talented and capable as before.
• At the same time, the organization is wondering where its talented people went.
The real fact: no one suddenly got stupid!
Second fact: Something else will now need to change.
You or Them?
When you were hired it was a good fit because of how business was conducted. Now it doesn’t seem that way. Here are some considerations when companies and employees find themselves in a talent mismatch as a result of changes:
1. Companies: Take time to re-assess the breadth of talent that exists in your employee base. You may not have been using the range of talents that individuals possess because you (naturally) hired them against a given set of criteria.
Real-life example: In the past few years I’ve had the opportunity to assess three executives who were on the, “We’ve changed, their role isn’t needed anymore, I guess they have to go even though they’ve been really effective” list. In two of the three cases a broader assessment showed that they were gifted in areas that hadn’t been tapped into before. Those two remain with their organizations in new roles and are contributing meaningfully and productively.
2. Individuals. Maybe it isn’t such a good fit. The faster you figure out the reality of the situation the faster you can make a decision to stay or look elsewhere.
Important Tip: The longer you hang out in a mismatch the more you will question your adequacy. So, knock it off! You are talented and you’ve been performing in a talented way. The situation changed, not you. Get yourself into another winning situation before you conclude that the problem is you.