September 19, 2011
Meaning: Built to Change – this is actually the title of a book by Chris Worley of the Center for Effective Organizations at the University of Southern California. This phrase speaks volumes to all of us in leadership roles. Leaders need to be ready for change and able to lead it. Readiness means embracing change as a way of life and leading others confidently through it. Not just once, but on an ongoing basis! Consider this: adaptability consistently shows up as one of the top traits organizations look for in their leaders. It means being hard-wired to see the world as ever-changing, being resilient in the midst of ambiguity and helping others navigate change.
Ideas for Action: Admittedly, some people seem naturally better at handling change than others. While it is useful to consider how others react to change, at this juncture, focus on yourself first. Evaluate your typical reactions to change. Do you question it, avoid it or explore it? If you tend to become stressed out during periods of change, find other ways to channel your energy. Acclaimed author and poet Maya Angelou once wrote: “If you don’t like something, change it. If you can’t change it, change your attitude. Don’t complain.”
Consider how much you embrace change on a daily basis. I had a professor in grad school who told us he would get nervous if he had not felt anxious or unsettled in the past month! Why? Because to him, it meant he had let himself get into a comfortable, easy rut. Try new ways of doing things – take a different route to work, vary your routine, explore another part of the city, interact with people outside of your circle – and you can increase your adaptability.
Practice the art of contingency planning. In addition to creating Plan A, have a Plan B (and C and D)! By preparing for change or unpredictability – adopting an “if this, then that” mindset – you will better steel yourself and your team to handle life’s invariable surprises. And you’ll be ready to capitalize on them!
When you are the one introducing and leading change, you know intuitively that it is essential to engage all who will be affected by the change: peers, customers, team members, other departments or functions, and your management. With our clients, we find it helpful to use a four-step model for leading change: Plan, Engage, Act, SustainTM. If you can help your team move through the change process following these four “simple” steps, you will increase the likelihood of a great outcome.
Being independent and resilient is a great attribute, but don’t deal with change alone. Seek advisers – friends, bosses or peers – to serve as valuable sounding boards. They can help you to discern opposing opinions, find new opportunities, and sift through them to arrive at the best choice(s) for action. The Wall Street Journal today reports on a study indicating that incorporating advice from others improves decision-making accuracy.
The world will continue to hand us new challenges – it is our job to anticipate them, look for them and adapt to them. Our future depends on it.
Best regards,
Sandra Davis, CEO