Podcast Summary: Chief Change Officer #338 - Jennifer Selby Long: Personal Change First, Tech Change Second

Episode Details:

• Title: Chief Change Officer
• Host: Vince Chan
• Guest: Jennifer Selby Long
• Episode Number: 338
• Release Date: May 3, 2025
• Theme: Guiding personal transformation to effectively lead organizational change

Introduction

In episode #338 of Chief Change Officer, host Vince Chan engages in a profound conversation with Jennifer Selby Long, a seasoned expert in coaching tech leaders through technological evolution and organizational change. Drawing from her 30-year career, Jennifer delves into the intricate relationship between personal transformation and effective leadership in driving change.

Jennifer Selby Long’s Journey into Change Management

[04:39] Jennifer Selby Long:
"I always say my practice and the focus of this coaching practice was not something that I determined. It found me."

Jennifer recounts her accidental foray into change management during the early 90s while working in the IT training department. A seemingly straightforward project exposed the deeper challenges of organizational change, sparking her long-term commitment to helping leaders navigate complex transformations.

Evolving Focus: From IT to Leadership in Change

[10:20] Jennifer Selby Long:
"Technology has changed a great deal across time... Today, technology actually works pretty darn well. And so that's no longer at the root of the challenge."

Over the decades, Jennifer’s focus has shifted from purely IT-driven change to encompassing broader aspects like cybersecurity, digital transformation, and user experience. She emphasizes that while technological tools have become more reliable, the core challenge remains in the human aspect of leading and influencing people through change.

The Intersection of Personal and Organizational Change

[18:48] Jennifer Selby Long:
"There is a natural personal process of change... And this is where we often don't get people across the finish line as leaders."

Jennifer introduces the concept of the natural personal process of change, distinguishing it from organizational change. She highlights that successful leaders must first master their own transformation to effectively guide their teams. Utilizing Bill Bridges' model, she outlines the three stages of personal change:

1. Losses and Endings: Recognizing what is being lost.
2. Transition: Navigating the uncertainty and adapting to new realities.
3. New Beginnings: Integrating change into a new identity.

Managing the Leadership Gap in Change Stages

[23:38] Jennifer Selby Long:
"...she needed her people to actually envision what their lives would look like if this change turned out in the best possible way..."

Jennifer shares a case study of a leader who rapidly advanced through personal change stages, while her team lagged, still grappling with initial stages of loss and fear. She underscores the importance of leaders remaining patient and empathetic, understanding that each team member may be at a different point in their personal change journey.

Do’s and Don’ts in Personal Change

Jennifer provides actionable advice for navigating personal change:

• Do Secure Basic Survival Needs: Ensure financial and personal stability to stay grounded.

• Do Build Hope: Encourage envisioning a positive future outcome.
  [18:48] Jennifer Selby Long:
  "Build hope by envisioning what your life will look like, say 12 to 18 months from now, if the change turns out in the best possible way."

• Do Strengthen Personal Bonds: Foster relationships to support each other through change.

• Do Look for Hidden Gifts: Identify opportunities and growth within challenging situations.

Conversely, she warns against:

• Don’t Mix Hope with Planning: Hope should be a personal vision, not conflated with strategic planning.

• Don’t Go It Alone: Avoid the isolation that can exacerbate challenges during change.

Overcoming Self-Doubt and Self-Sabotage

[27:27] Jennifer Selby Long:
"When you start to feel yourself self sabotage, that's not you, that's the saboteur."

Jennifer addresses the psychological hurdles faced during personal and professional transitions. She explains that self-sabotage often stems from deep-seated fears and neural responses to perceived threats. Her coaching strategies focus on recognizing these patterns and restructuring thought processes to overcome internal barriers.

The Role of Coaching in Leadership Development

[13:48] Jennifer Selby Long:
"Coaching has a little bit of a therapeutic feel to it, but a coach is not a therapist paid for by the company. The coach is there to help you win at your goals."

Jennifer shares her personal experiences with coaching, highlighting its transformative impact on her approach to leadership and change management. She emphasizes the importance of specialized coaching tailored to individual and organizational needs, facilitating leaders' ability to adapt and thrive amidst change.

Conclusion and Upcoming Topics

Vince wraps up the episode by reflecting on the critical nature of managing both personal and organizational change. He teases the next episode, which will delve deeper into the neuroscience behind self-sabotage and strategies for making career moves that align with personal and professional aspirations.

[28:37] Jennifer Selby Long:
"It's all that is. And they're sitting in there and they jump out when they get a signal that indicates that there's a threat to survival."

Listeners are encouraged to subscribe and stay tuned for actionable insights in future episodes.

Key Takeaways:

• Effective leadership in change management begins with personal transformation.
• Understanding and navigating the natural stages of personal change is crucial for both leaders and their teams.
• Specialized coaching can significantly enhance a leader’s ability to manage and inspire during transitions.
• Building hope and personal connections are essential strategies in facilitating successful change.
• Recognizing and combating self-sabotage is vital for sustained personal and organizational growth.

Notable Quotes:

• Jennifer Selby Long at [04:39]:
  "It found me. And by that I became an accidental change manager."

• Jennifer Selby Long at [10:20]:
  "Technology has changed a great deal across time... that's no longer at the root of the challenge."

• Jennifer Selby Long at [18:48]:
  "Build hope by envisioning what your life will look like, say 12 to 18 months from now..."

• Jennifer Selby Long at [27:27]:
  "When you start to feel yourself self sabotage, that's not you, that's the saboteur."

Connect with Chief Change Officer: Join over 130,000 followers in the Chief Change Officer community on LinkedIn, Apple Podcasts, Spotify, and YouTube.

This summary is crafted to provide comprehensive insights from episode #338 for listeners and those interested in leadership and personal transformation.