Change – yep it is everywhere. So let's get on with it.
This Sunday I want to talk about change – my company has been through some significant change over the last six months. All of what I have read and studied about change still remains relevant however there is one small addition.
Time appears to be shrinking.
As a teenager, I read a magical book called “A Wrinkle in Time”. I can remember thinking when I get old like mum (who was probably in her late 30’s at the time) I want to be able to change time so that I don’t get any older than her – I wanted to be able to expand time. But here I am.
So why is shrinking time relevant to change? Because if we want to demonstrate leadership during this powerful time of change, where time sometimes appears to shrink, then to have some key concepts to guide us is valuable. We can then use our time well.
We explore these following concepts at a much deeper level during some of our workshops but here are my tips. I will come back to you next Sunday with some more.
You know that it is valuable to understand that we all work operationally, some more than others.
Why is this important?
Because this means our brains think in familiar patterns. And although we also know that our brains are able to absorb new knowledge and make astounding new connects, we, you and me, form brain habits in our thinking processes and patterns. For example, try putting the other leg first into your jeans tomorrow.
Here is a link to series of articles on the Brain.
Why is this important when we are facing or are consumed by change?
It is important because for some of us find it easier to think beyond the known pattern and some of find it more difficult to establish the new links to newness.
For people in leadership positions it is therefore critical to think…” how can I assist those around me, in this space where I am required to demonstrate leadership, to see the change and feel capable of managing the new connections the brain needs to make”. We need to still our radicle (what are we waiting for) voice and hear the traditionalist (we can’t change) voices that may be around us.
Leadership is hearing those voices and thinking through the steps.
Tips 1 and 2
- Name the change – speak it, communicate it
- Listen actively for the traditional voices – engage and listen
The next concept is to consider where to apply your effort to encourage all who are involved to move positively toward the change. Affectus has thought this through and we have watched when organisations and individuals apply this thinking and we have experienced it as a company…we know this.
Understand the levels of response to change and apply your energy to building the “change element competency”.
What do we mean by this? Well, good, thoughtful leadership ensures that change is seen as something nearly everyone can manage but perhaps they need to build competency around the element(s) of change occurring. Leadership during change is assisting those around us move from a feeling of incompetency to competency. And building competency can be done in two ways – building skills and/or knowledge.
Tips 3 and 4
- Identify the change elements – perhaps there are many or actually just one or two.
- Move everyone to competency – sounds easy but is hard, you need to determine “everyone”.
So change is everywhere always – let's get on with it. We will discuss the responses to change next time.
But a final quote…
"One must still have chaos in oneself to be able to give birth to a dancing star"
Friedrich Nietzsche