Trouble leading change? Here’s 5 themes that might help…

“Knowing how people grow, does not mean we know how to grow them.” – Management of the Absurd

If you’re having a hard time getting people to buy into change, it probably has more to do with bad relational navigation than it does the change itself. If we focus on the WHO more than the HOW-TO, the rest of the pieces will more easily fall into place.

When I feel stuck in the mud and frustrated with lack of progress, here’s five themes I revisit to see what I need to adjust in my efforts. Many times, I find what’s blocking the transformation in others—is me. And, it’s usually because I’m neglecting one of these areas.

1. SERVE
   The best leadership model is servant based - where authority doesn't come from outside sources, but from an internal power. Transformational leadership doesn’t doesn’t come from title, position, tenure or finances—but from a moral authority that is expressed in a way of serving others.
• What does it look like? by Rob Wegner (10 minutes)
• The most powerful person in the room. by Andy Stanley (18 minutes)
2. SPACE
   Give people the space to do what only they can do. Tell them what needs to be done and give them room to figure out how to do it.
• “You want to create a culture for innovation? Give your staff freedom and flexibility in their area. And, be willing to back up failures. If you don't; they'll never try again.” Michael Lindsay, sociologist and author
3. STUPID
   Many times, people just don’t know it’s ok to have fun at work. Are you giving them permission to laugh, blow off some steam and get loud on occasion? Are you participating in the fun? One way to cultivate creativity and inspire productivity is to create outlets for diversion. 
• Don’t be boring. by Fast Company
• Top 10 Benefits of Play. by the Creativity Portal
  
4. STORIES
   We tend to conform to the behavior of the people around us. We tell stories, we share stories and we are changed by stories. Positivity is contagious. At times, you need to forego the performance review system, the rewards packages and the training programs and create experiences that get people talking.
• Peer pressure is the key to change. by the Harvard Business Review
5. SWITCH
   Instead of trying to find answers to the question “why doesn’t he get it…” or “why won’t she change…” the question we should be asking is “what hurdles are making it hard for people to do their job…” or “do I have all the information to make a judgment here?” Switch your focus, seek the perspective of others. Switch your workday, seek interactions that come with a different flow.
• What I’ve learned from my mistakes. 
• Why it’s important to stop what you’re doing and look around.

Comments

[Stan]

Great post. Very practical. Thank you for the great links as well.

[Jeffery Stockdale]

thanks for the post, love the links! We need to champion the value of people!