Some people are ‘good’ with change, and others are not. Each person has their own threshold when it comes to change, so knowing your team and what those change thresholds are is incredibly important.
From a leadership perspective, approaching change is perhaps the most complex dynamic leaders face. Why? 1. Because nothing cuts to the heart and soul of the human being more than change; 2. Change causes us to ask LOTS, and I mean LOTS of questions; 3. Change creates images of uncertainty and moves us away from the certainty we currently experience; finally, 4. Your ability to guide change as a leader can either build your capacity with your team or erode it.
In this article, we will cover a bit of information on change. But understand at the outset some people are ‘good’ with change, and others are not, and here’s why this is important to know as a leader – 80% of your problems will come from 20% of your population when you begin to lead change. While you might have 8/10 people on board for whatever change you may be leading, the other two might fight you tooth-and-nail to resist. Each person has their own threshold for change, so knowing your team and what those change thresholds are is incredibly important.
While having plenty of resources in your leadership toolkit to access when you need to lead change is significant, you also need to understand the psychology of change, familiarity with change management models, possess exceptional communication skills, and have clear objectives for the initiative you or your organization is about to experience. From this knowledge, you can hopefully get your change process across the finish line.
Lastly, not all change is ‘hard.’ Some of it can actually be pretty easy. However, the most critical variable to the equation for leading change is you – how you affix your mind around the change, how you communicate it, how you deploy your resources and keep people accountable, even how you go about celebrating change – it all matters. You must know your own strengths, triggers, and opportunities for growth as you lead change. Without understanding those areas of your own leadership capabilities, you won’t be able to measure progress or results with precision accuracy.
So, buckle up and start your engine – here are a few tips to help you along the way:
1. 30% of Change Attempts Actually ‘Stick’
If you were a baseball player and averaged .300, you stand a good chance at being in the Baseball Hall of Fame. The same is not true in leadership. If you fail 70% of the time, your leadership journey will likely be cut short. So, you have to take serious consideration to be resilient through change.
2. Whatever Gets Managed, Gets Measured – And Vice Versa
If you can’t measure it, you can’t manage it, so how will you know if you are making progress? Commit to being the type of leader who gets in the weeds with data and measures progress. Hold folks accountable and yourself accountable for change efforts along the way.
3. Determine the Purpose of the Change and Convey It: Change for the sake of change can get employees to be worn out – so tread accordingly. However, once you can identify the ‘Why’ behind the change, or your purpose, explain it to the masses. Get their feedback and employ a change management model to help guide you in your collective process.
For more information on this leadership topic, enroll today in our E-Learning, self-paced course, Leading through Change! Keep your momentum in learning active and add to your existing skill sets by extracting growth by putting more tools in your toolbox. As always, best of luck to you, and remember to live and lead with purpose & passion!
