Addressing Grief and Loss in Organisations
As a systemic organisatonal consultant, grief and loss have been recurring topics in most teams that I have worked with. The more I integrated them into my work, the more I was impressed by the results: Acknowledging and processing grief and loss with appropriate, nervous-system-based methods and a supportive setting has been the key to helping teams in highly critical situations. It has given so much more value to my clients.
In our current economical logic, organisations, team leaders and working individuals have a strong tendency, to quickly "move on" and "turn the page" - for the sake of productivity. The truth is though, that under the surface, certain events keep working in us, because they remain unresolved.
Team members who escaped war zones, or are worried about loved ones who are still exposed to danger cannot just go back to "business as usual".
Ecological loss (e.g. through climate change) might affect us stronger than we might want to admit at the workplace.
A controversial team leader - although already fired - might still leave a big impact on the team.
A change process will always create loss for some colleagues or even the entire staff.
Discontinuing a key product or service - which was part of the company's identity - might turn out to be a hard blow for many long-term employees.
The death of a colleague might create a bigger wound in the team that will not heal all by itself.
A significant project has come to an end, leaving behind the project team members who are longing for an emotional closure.
And the list goes on.
By integrating grief and loss related aspects, methods, and attitudes, we have the chance to make the workspace a more human, profound, and fuller experience. As a result, we help individuals to grow stronger together as a team, become more connected to one another, feel safe, seen, and heard.
Addressing grief and loss in an appropriate way will help organisations retaining their best professionals, lower fluctuation, and lower sicknessrelated absences. Not by putting on more pressure. Not by offering bonuses. Not by forcing them back into the office. But simply by being more human.
This is why, I am more than exited to be Tobi Ayé's co-trainer on this course.
Would you like to you join us on this journey?