“What are they doing there?!”, “What kind of work do they have there - fill out two pieces of paper?!”, “Do they have so much free time?!” - all these phrases and remarks can often be heard within the walls of any organization. Irritation and indignation flash on the faces of the speakers. And they are especially actualized during times of change: layoffs, changes in structure - everything when the person himself, his existing work structure and stable position are directly affected. If you look at the organization as a whole as a system, then the elements of this system will be structural units interacting with each other to varying degrees. Along the line of this interaction, some kind of gap and misunderstanding constantly occurs - it’s like young spouses dividing duties and responsibilities among themselves - who will take out the trash and who will wash the dishes. And at the same time, everyone believes that the other has less work, it is not so important and paramount and, moreover, does not require a high level of abilities and competencies. And in this you can feel, on the one hand, competition - who is more important here, and on the other hand, devaluation of the other - everything that the other does has no value or weight. And behind all these actions lies uncertainty about the future, anxiety, fear for one’s position and future. As children, we need a predictable world: the child prefers consistency, correctness, and a certain routine. When these elements are missing, he begins to experience anxiety and uncertainty. Insecure adults behave much like insecure children. An adult seems to be constantly afraid that he will be “spanked.” An insecure employee needs order and stability and strives in every possible way to avoid the strange and unexpected. When the need for security is not met, a person ceases to trust his environment - colleagues, managers, organization. And being constantly in a state of tension and anxiety can spill out in the form of slandering others, provoking conflict situations, developing competition and rivalry. Naturally, the need that underlies this behavior is not satisfied - instead of achieving, a person’s activity is aimed only at relieving tension. And then, as a result of this activity, instead of satisfaction or joy, a person receives only fatigue. And in fact, faced with multiple and varied changes in the system, a person is left to his own devices in search of stability. How much we understand and are aware of ourselves at a given moment in time, whether the path connecting us with our own needs has been preserved, whether we hear ourselves - all this is the support that helps us at the time of changes and crises to preserve ourselves, push off and move on. And only when there is support, we can see other people - colleagues, friends, loved ones. See what the other department is doing and achieving. There is a need not to devalue, but to evaluate the other. And this creates conditions in the organization when each employee has the right to his own weaknesses and shortcomings. Acceptance of not only your strengths, but also your weaknesses, i.e. when we become ourselves, changes can happen. “Change occurs when a person becomes what he is, but not when he tries to become what he is not.” - Arnold Beisser