We’ve talked a lot on this show about what to do in challenging situations. Today, what to do when the worst happens.

Guest: Andrew Stenhouse, Ed.D.

Dean, School for Graduate and Professional Studies

Vanguard University of Southern California

Loss is pervasive and we don’t often recognize how much we’re dealing with loss at the time.

Three broad categories of emotions tend to show up for people during a time of workplace loss:

Fear

We don’t know the loss will affect us personally

We don’t know how we are going to react to the loss

These fears can surprise us and cause even more anxiety

Anger

We can be angry at the person who we lost

We need to be able to express our anger in some way

Anger sometimes feels good because it provides some illusion of control

Sadness

Anger tends to yield to sadness

Guilt is the feeling that we could or should have done something

We can sometimes feel guilt that we are not in as much pain as we think we should be

What leaders can do after a loss:

Don’t put parameters on how people are supposed to deal with loss

However, provide stability and structure for people

Create and lead forums for conversation

The performance aspects of the job can help stabilize and reduce stress

Leaders should facilitate the conversation about the loss, rather than just allowing it (or hoping for it) to happen on its own

Bring in someone else to help when you see physical signs of loss

“You’re always on one side or the other of a loss. You’re either approaching one or getting over one.” -Andrew Stenhouse

What’s one thing you could do now to ready your organization for loss?

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