The Leader as Agent of Change by PM

THE LEADER AS AGENT OF CHANGE
By Mark Smallcombe C3Business Connect May 15 2008

Change

We as leaders and innovators are agents of change
If we are thru changing - we are thru!
One thing I notice about change is that everybody loves talking about it – no one likes doing it
50% of people’s mental energies are spent trying not to change – trying to stay within the safety of our routines
The sound of change is often mixed – some rejoicing, some weeping Ezra 3:10-13
Many see a new thing as a negative rather than a positive – but the first law of possession is separation. Letting go of something to take hold of something else. Change is letting go of the old Isaiah 43:18 Forget the former things do not dwell on the past – see I am doing a new thing!
If we can’t do the first part (forgetting) we can’t embrace the 2nd part (receiving the new thing).
A thing does not have to be bad to be changed. It is just that some things can be better
Like a woman experiencing labor - pain always accompanies change but when the child is born – anguish gives place to joy.
Your job as a leader is to help reduce resistance to change and help people swap the pain for the purpose of the pain

Resistance to change

It will always be necessary to institute change; sometimes it will be necessary to impose it! Never expect all to be comfortable or happy with change. People resist because they are often more prepared to stay with the sameness of the past than to be ruffled into a better future. This is natural but resistance should not be taken personally by the leader but seen as solution and happening as a natural course of events.

Smart ways to implement change

OWNERSHIP: Look for ways to give people the feeling that they have ownership of the change… that change is theirs. When they feel this – they will resist less and respond quicker

VISION: Keep the vision and values at the forefront of all change. They need to see that the change is not benefiting one or two but everybody and the mission of the organization

BITE SIZE: Bring in change in bite size pieces! Release news about the change in small bites. Gradual change is accepted far quicker

PROMOTE BENEFITS: Do not advertise change – advertise benefits! The question about change for many is the question of loss. Alleviate loss by promoting the benefits and the purpose of the change

BUILD RESPECT: Build respect and confidence before you bring change! If leaders do not hold or carry the respect of the people around them they will never be able to successfully bring change

LEAD BY EXAMPLE: Be the first to show and demonstrate your commitment to change

PREPARE THE PROCESS: Explain each step of the change and the process it is bringing - looking ahead to see problems and problem people. Be prepared with answers for concerns.