While it is common to focus on the objective processes and metrics when undergoing significant transformation, it is also important to consider the emotional impacts deselection and alignment can have on your organization. Recognizing these emotions and helping to manage them will determine how successful you are in embedding the need to change within your organization. This blog post will unpack three cases of an emotional reaction to deselection and how those emotions were (or were not) addressed by leadership. This is the fourth post in a six-part blog series that examines the cultural barriers to deselection. They include the impacts of ownership, identity, emotion, habit and collaboration on the ability of an organization to deselect, align and increase capacity. The first post provides an overview of deselection and why the cultural aspects of it are important.