Change is not an email from leadership. It is a process that pushes limits, brings joy to some and frustrates others. It moves slowly. Leaders talk about it, often forgetting to model it. As time passes, vision can get cloudy and ownership questions can arise. And yet, change, or at least our ability to, is pivotal to the success of our connected future.
Vision: someone wants it. A person or a group see it, play with it, and are willing to work for it. Slowly actions influence more individuals and they want it too. Some appear to be excited by change yet lean back. Others reinterpret it or worse, misunderstand it. Bureaucrats fear it, unless its new bureaucracy. Keep your vision simple, clear, and always at the ready.
Leadership: it’s about people. Good leaders add value, empower, and know when to get out of the way. They listen, observe, and reinforce the motivation to change. Great ones model it. Their persistence and their ability to challenge themselves inspire us. They make the rounds and visit the trenches. We trust them because we know they have not lost touch.
Stewardship: of the people. Someone must carry the vision. Leaders get busy. Stewards step up, volunteer, and jump in because they care. They’re in the trenches daily working to affect change. They speak up, work through challenges, consul, and celebrate with us. Not everyone gets change right away, yet with empowered stewardship change runs smoother.
Learning: leaning in and owning. Learning along the way is crucial to the success. People ask questions, generate ideas, and arrive at aha moments. When they talk, listen. If they need latitude, give it to them. It’s frustrating and fabulous all at once. Champion and celebrate moments along the way. If someone lets you down, flag it. Then, reflect, refine, and move forward together. If we can’t shift gears, redouble efforts, and leverage just in time resources, where’s the learning?
Support: undervalued yet essential. Leaders come and go. Stewards have other jobs too. Those who are getting it done, get frustrated. Build and identify your support network early. Revisit its effectiveness often and build multiple forms of support. We all learn differently. Email is great for some, videos are better for others, and some only change when there is one on one handholding. Without support, change does not happen.
We all see change a little differently and that’s OK. Just keep it simple, do your part, step up when needed, ask questions, learn what you can, and take time to reflect. And remember no matter how great change sounds, we can only affect so much at one time.