Yesterday I asked GPT to help me create an archetype personifying and villainising the “unrecognised emotional toll that arises when managing the 3 most predictable deficits in any transformation: Capacity, Capability and Expectations.” And I feel compelled to share what it gave me! Because – not only is the sentiment analysis capability of the latest GPT bang on. But also because of what that sentiment reflects (spoiler alert, it’s burnout) and what we can do about it. 

My mission is to help your Transformation succeed. Any scale or type of transformation, from process change to org redesign. And after 20+ years of making change successful, it’s the lack of Capacity, Capability and misaligned Expectations that are the villains we have to overcome every time. 

As a budding story teller, I wanted GPT’s help to personify the challenges of the day-job vs transformation, needing the future skills of the ‘end game’ now in order to (re)design that ending, and the enormous but often unrecognised efforts that go into change and transformation. You can see why I needed a slicker story mechanism,… so here’s GPT’s response: 

“Dr. Burnout is depicted as a tall, shadowy figure with a weary, haggard face, deep-set eyes that are perpetually tired, and an aura of overwhelming pressure. Her attire is a blend of a corporate suit that’s perpetually dishevelled, symbolizing the constant state of disarray that accompanies unrecognized emotional tolls.

Characteristics:

• Constantly Overloaded: Always seen carrying an impossibly large stack of papers and files, representing the overwhelming capacity issues.
• Skill Deficiency Aura: An aura that visibly dims the surroundings, indicating a lack of capability and the feeling of inadequacy.
• Expectations Cloak: Wears a heavy, dark cloak that changes colors to reflect the unachievable expectations placed upon individuals, shifting from an invisible burden to a visible, oppressive weight.

Backstory:

Dr. Burnout was once a passionate and vibrant leader in the realm of organizational change. However, as she tirelessly navigated through the complex terrain of capacity, capability, and expectations without adequate support or recognition, she transformed into a figure embodying the emotional toll of unrecognized efforts. Now, she roams workplaces, spreading fatigue, discouragement, and disillusionment.

Role in the Narrative:

Dr. Burnout lurks in the shadows of organizational change initiatives, preying on those who are left to manage the gaps alone. She whispers doubts and insecurities into the ears of employees and leaders alike, causing them to feel overwhelmed and undervalued. Her presence is often felt in high-stress environments where capacity is stretched thin, capabilities are questioned, and expectations are sky-high yet poorly communicated.

Impact:

• Capacity: Dr. Burnout amplifies feelings of being overworked and under-resourced, leading to chronic stress and eventual burnout.
• Capability: She undermines confidence by constantly highlighting skill gaps and fostering a sense of inadequacy, preventing individuals from fully realizing their potential.
• Expectations: By distorting communication and misaligning goals, she exacerbates the pressure to meet unrealistic expectations, driving a wedge between what is asked and what can be realistically achieved.

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Do you recognise Dr. Burnout in your organisation? Even worse, do you recognise her in yourself? 

How do we Defeat Dr. Burnout:

I bring 3 Steps to Transformation Success:

1. Know your culture: Is it inhibiting or enabling the desired change? Even if it enables, transformation ultimately will require some level of behavioural change. Get clear on the culture you’re starting from. 
2. Operationalise culture change as a part of Transformation: Use ‘From-To-Because’ frameworks make behaviour change tangible and why its needed. And use to align expectations. And track progress – no Change Champions should go unrecognised. 
3. Secret Sauce = Continuous Improvement: Most transformation programs stop after implementation. And so often when the post-GO feedback flags things to improve, these don’t get actioned. The most important stage in Transformation is after its live – this is when your stakeholders need you most. Listen. Tweak. Listen again. Measure. Continuously Improve. Keep listening. 

Not only will your change be successful, but we can diminish the power of Dr. Burnout who lurks around every Change corner. 

I’d love to hear from you if you want to know more about creating successful Change in healthier, supported workplaces where employees feel valued and empowered to manage change effectively.