How often have you found yourself somewhere you would rather not be? Not in a geographic sense (although I would generally rather be in the South of France then here!) but in the sense that 'stuff' has happened, or not happened, that leaves your GB in a situation that you think could be better - could have been better - had there been more forethought and/or strategic thinking as the 'stuff' went on without your involvement. Well, that's where we find ourselves at the moment. I won't go into the detail, because I don't think it will help to air the specific detail, but what concenrs me is how we handle the situation from here on in.
We are in a situation where it seems to me that there has been a serious lack of joined-up-thinking, lack of future planning, lack of full consideration of the consequences of a decision that has big effects on us and we are left making the best of a pretty bad situation in a ridiculously short timescale.
Option 1 - create a mega-fuss about lack of involvement etc.
Option 2 - accept that we are where we are and seek the best solution now available
Option 3 - take option 2 and subsequently have a pst-mortem with the intent of learning how to avoid the same thing happening to others.
Creating a mega-fuss (and it could be very mega) would be the first response of many, yet it would only divert attention from the very real urgent need to solve our problem.
Acceptance is necessary yet to simply accept misses the point about learning (and we are operating in a learning environment aren't we?)
So Option 3 seems like the way forward. It causes all sorts of emotional hassle because as others find out what a mess we are in their emotional response kicks in and needs handling, and that itself diverts attention. We need to find ways of handling the emotional response in such a way that it energises our search for a solution rather than creates barriers - we need to recognise that as individuals we have different degrees of tolerance for cock-ups and differently strong reactions; those who react strongly need especial help to deal with their response so that they can move on. Classic Elisabeth Kubler-Ross territory.
How often, I wonder, have I (or you) failed to deal with, or harness, the emotional issues arising from change in a constructive way - they are inevitable, we cannot and should not deny them, yet how many of our organisations are equipped to cater for this eventuality?