Moan, moan, moan ... the change management industry doesn't comprehend change ... moan, moan, moan ... recruiters have developed socio-technological constructs and methods that actively prevent them from finding the type of candidate employers are looking for ... moan, moan, moan ... models of personality aren't worth the paper they are printed on ... moan, moan, moan ...
That's what my wife tells me my LinkedIn posts read like. She says, "it's all very well to complain, but where are your answers?"
Well, OK then....
Nobody is an Island
When people talk about organisational change, they generally mean changing the behaviour of the organisation on a wide socio-technological scale, introducing new cultural modes of behaving and new ways of doing things (systems and processes). They don't actually realise that the most important point of change is themselves. You cannot be a static island when everything else is fluidly swimming about around you. You will end up having your shores slipping away, your habitat exposed and your relevance blown away by ever-increasing turbulent winds.
We have slipped into a mindset that people should be "authentically themselves" at work, which, for me, suggests we should always guard against our core-self being changed by the chaotic ambiguity of change-based stresses and emotions swirling around us. I don't think it is a particularly helpful image. Flexibility of self is as natural to us as breathing. We constantly differentiate between requirements to be caring, forceful, helpful, demanding, relaxed, energetic, studious, active (and many more) during everyday activity. We make snap behavioural decisions thousands of times without any cognitive or psychological stress. We switch between different personas often and without a second thought. Somehow this has been forgotten in a desperate rush to discover our real, authentic selves! And that's not good.