Chief Change Officer Podcast Summary

Episode Title: Jennifer Selby Long: Turning Self-Doubt into Self-Leadership — Part One
Release Date: December 14, 2024
Host: Vince Chan
Guest: Jennifer Selby Long

Introduction

In this episode of Chief Change Officer, host Vince Chan engages in a profound conversation with Jennifer Selby Long, a seasoned coach with over 30 years of experience in guiding tech leaders through organizational change. The discussion delves into the intricacies of personal transformation, self-doubt, and the essential role of leadership in managing change effectively.

Jennifer Selby Long’s Journey into Change Management

[04:25]

Jennifer began her career in the early 1990s within the IT training department. An unexpected project to train employees on a simple three-step process acted as her introduction to change management. She recounts:

“I became an accidental change manager... my colleague and I began digging into why on earth are they not executing this simple three step process. And that was really the first change management type of project that found me.”
– Jennifer Selby Long [04:25]

Over time, Jennifer’s focus shifted from technical training to people-centric organizational development. Despite her initial desire for stability, she found herself continually drawn to challenging change projects, recognizing her unique ability to help leaders navigate these transformations.

Role of Leadership in Organizational Change

[07:40]

Vince encapsulates Jennifer’s role:

“You are helping a leader in the middle, managing everyone around them, while also guiding them on a more personal level, helping them find peace and balance while navigating change.”
– Vince Chen [07:40]

Jennifer agrees, emphasizing that leadership is pivotal in any change initiative. She highlights that her work often involves collaborating with leaders and their teams to embrace and implement critical changes effectively.

Evolution of Technology and Leadership Dynamics

[09:24]

Vince probes into how technological advancements have influenced leadership challenges over the decades. Jennifer responds by outlining the shifting landscape:

“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.”
– Jennifer Selby Long [10:05]

Initially, resistance to change stemmed from unreliable technology. However, as technology has matured, the primary challenges have transitioned to people-related issues—such as trust, control, and adaptability. Jennifer now works extensively with business leaders dealing with mergers, digital transformations, cybersecurity, and enhancing user experiences, all of which require nuanced leadership to manage the human aspect of technological change.

The Personal Experience of Being Coached

[12:59]

Vince shifts the focus to Jennifer’s personal experiences with coaching. Jennifer shares her transformative journey:

“A good coach helps you face yourself and look at those flat sides and not just the ways in which you're great... to really face yourself and how you might be getting in your own way.”
– Jennifer Selby Long [13:34]

She underscores the importance of coaching in personal and professional growth, highlighting how it enables leaders to overcome internal barriers and enhance their capacity to lead effectively. Jennifer also notes the significance of specialized coaching tailored to one’s specific industry and challenges.

Understanding the Natural Personal Process of Change

[17:24]

Vince introduces the concept of the natural personal process of change, prompting Jennifer to elaborate on its framework. Jennifer references Bill Bridges' model, which outlines three fundamental stages:

1. Losses and Endings: Recognizing what is being lost or ended.
2. The Transition Stage: Navigating through substantial and often painful changes.
3. New Beginnings: Integrating the change into a new sense of identity.

“The stages hold whether you're the leader initiating the change... your brain goes through what they are.”
– Jennifer Selby Long [19:21]

Jennifer explains that leaders often advance through these stages more rapidly than their teams, leading to impatience and frustration. She emphasizes the necessity for leaders to cultivate patience and empathy, understanding that each individual processes change differently.

Do’s and Don’ts in Managing Personal Change

[19:40]

Jennifer outlines practical strategies to facilitate personal transformation:

1. Secure Basic Survival Needs: Ensure financial and emotional stability to remain grounded.
2. Build Hope: Envision a positive future by considering personal aspirations beyond organizational goals.
3. Strengthen Personal Bonds: Foster relationships to support each other through the change.
4. Find the Hidden Gift: Identify positive outcomes within challenging situations.

“Leaders often struggle because they are either thinking of the change themselves or privy to the change much sooner than the people who are on their teams.”
– Jennifer Selby Long [19:40]

She provides an example of a leader who had progressed into the new beginnings phase while her team was still grappling with losses and endings, highlighting the disparity in processing stages and the resultant friction.

Navigating Self-Doubt and Self-Sabotage

[24:26]

Vince shares a personal struggle with self-doubt and self-sabotage, particularly during career transitions from corporate roles to entrepreneurship.

“Self doubt sneaks in, which can lead to what I call self sabotage. Could you share your thoughts on this situation? It's something I've personally experienced and struggled with.”
– Vince Chen [24:26]

Jennifer empathizes, recounting her own battles during economic downturns that affected her business:

“When you start to feel yourself self sabotage, that's not you, that's the saboteur... Neural networks in your mind firing up, that's all that is.”
– Jennifer Selby Long [28:15]

She explains that self-sabotage is a natural response triggered by perceived threats to survival. Jennifer advises recognizing these internal saboteurs and understanding that they are not inherent flaws but protective mechanisms of the brain.

Conclusion and Tease for Next Episode

[29:25]

As the episode concludes, Vince summarizes the discussion and hints at the next episode's focus on managing self-sabotage through neuroscience and making strategic career moves.

“In the next episode, we'll dive deeper into managing self sabotage with the help of neuroscience and explore how to make career moves that truly work in your favor instead of just escaping one undesirable situation after another.”
– Vince Chen [28:15]

Key Takeaways

• Personal vs. Organizational Change: Effective leadership in change management necessitates mastering personal transformation before guiding others.
• Bill Bridges’ Model: Understanding the three stages of change can help leaders support their teams more empathetically.
• Role of Coaching: Specialized coaching fosters self-awareness and enhances leadership capabilities to navigate complex changes.
• Managing Self-Doubt: Recognizing and addressing self-sabotage is crucial for sustained personal and professional growth.

Notable Quotes

1. Jennifer on Accidental Change Management:

   “I became an accidental change manager... that was really the first change management type of project that found me.”
   [04:25]

2. Vince on Leadership Challenges:

   “You are helping a leader in the middle, managing everyone around them, while also guiding them on a more personal level...”
   [07:40]

3. Jennifer on Technological Evolution:

   “Today technology actually works pretty darn well. And so that's no longer at the root of the challenge.”
   [10:05]

4. Jennifer on the Role of Coaches:

   “A good coach helps you face yourself and look at those flat sides and not just the ways in which you're great.”
   [13:34]

5. Jennifer on Self-Sabotage:

   “When you start to feel yourself self sabotage, that's not you, that's the saboteur... Neural networks in your mind firing up, that's all that is.”
   [28:15]

Conclusion

This episode of Chief Change Officer offers invaluable insights into the personal and organizational aspects of change management. Jennifer Selby Long’s expertise provides listeners with practical strategies to navigate personal transformations, address self-doubt, and lead effectively through complex changes. Whether you are a seasoned leader or someone undergoing a significant career transition, the discussions in this episode are poised to equip you with the wisdom and tools needed to harness change as a superpower.

Stay tuned for the next episode, where Jennifer will delve deeper into managing self-sabotage through neuroscience and making informed career moves.