What’s new in your change toolkit

Change is almost always a complex, gnarly process with many moving parts... and people.

Resistance is common.
Misunderstandings frequent.

We’re change fatigued, weary (and wary) of more change to things at work.

And preaching 'change is a constant' doesn't get people into it any quicker or easier. 

It’s hard to engage and inspire people on why it's happening and what their role is.

Many change messages don't cut through the overload and overwhelm people are struggling with, particularly when remote and online. 

Conflict, debate and tension escalates, creating problems beyond the change program.

Your toolkit of change becomes vital. 

How do we do things differently to get the results needed? 

Channel your efforts to:
▪️ ENGAGE 
▪️ LEAD &
▪️ IMPACT. 

Focusing here helps cut through the complex nature of change. It gives the change team 3 elements, a mantra for strong, clear and decisive activity. 

Engage. 
Lead. 
Impact. 

What’s on your radar

What’s up ahead? Can you see it? 

We check the weather to see what the forecast will be like: what’s predicted and how we might need to be prepared for it, to respond and adapt to what’s coming. 

I love the rain radar. It’s always changing. As showers or storms drift frame by frame, they change in nature and shape. 

The way they look now, where they are now ... it can change. 

You think it’s heading one way and then forces make it move and shift in a slightly different direction or speed. 

What do you see ahead... in this task, project, process, team or product? 

Do you have a hunch of what might or could happen? 

How might what you’re in now, change? 

Be ready for what’s ahead. And be prepared to adapt and change. 

To be able to roll with it, go with it, or be able to handle whatever the forecast - now that’s a great mindset. 

Chilling with a likelihood for change. 

Is there a better way of doing this

When we’re doing something in one way, do we wonder is there a better way? Rather than finding just any old way to do a task or activity, what would make it better... better for you and your situation?

And what is ‘better’ anyway? Better happens when something is more acceptable … to us or perhaps to our customers, clients, family, colleagues or community.

It might be better because:

It’s quicker

It’s less stressful

It’s easier

It’s smoother

It uses less energy

It’s more affordable

It takes less effort

It happens faster

It makes us happier

It protects us

It extends our life

It cares for others

It is kinder, more efficient… and on and on we can go.

It’s a personal thing to identify what would make something better for you. And when focus is directed towards better, we can make decisions, change things and choose ways that will work for us.

For the better. My next book is coming soon ... ‘Better ways of thinking and working: How changing the way you do things, changes what you can do’. 

Is it really a pivot or just catching up

As we adapt to new ways of thinking, working and living, the word ‘pivot’ has gained ’traction’ 😩 cliché alert - urgh!

Is it really a pivot or are we just catching up on what needed to be done some time ago? Did we see the need, test the tech and talk about it, only to have initial hopes swamped by "too hard, too complicated, too busy - don’t have time”?

To pivot is indeed to change, rotate, shift direction.

To catch up is to work quicker, to increase your pace so you are ...at pace.

If it’s a big shift, then it is. If it’s doing what we could have started a while ago, we’re catching up. Nothing wrong with that.

In catching up we learn, experiment, gain insight and feedback. We can accelerate, speed up, adapt rapidly. As Madeline Kahn‘s ‘Eunice’ in the classic film ‘What’s up Doc?’ says, ‘Don’t over-dramatise’. There’s no benefit in making what we’re doing even more dramatic than it already is.

Overwhelm, worry, and ‘I need to do better’ live there and the dangers of perfectionism can become painfully visible. We can still do meaningful, purposeful and impactful work without the added panic that we’re also in a dramatic pivot.

How might change ...change

For change leaders in organisations it’s a curious time, looking at the pace and scale of change in the world.

All of those times change leaders struggled to get changes approved, adopted or implemented as they were met with objections and resistance, denial or disagreement.

Now look at what we humans can do. There is evidence now, a kind of precedent that vast change can be made. And swiftly. Resources can be deployed, people can be coordinated and focus can be shifted to new ways of doing things.

Ok yes, some things are required via compliance or directives, but there is still much to see here. There are people to observe, new processes being implemented, new ways of doing things that were ‘too hard to’ previously. Look out for the adjustment, adaptation and the willingness to let go of perfect. There is collaboration and consensus in times when it’s needed ... and it’s happening swiftly.

If we can change like this, how then might change ... change?

How will change be led in the future? Now we’ve been stretched, will we be more willing to change ... or less? Do you lead change: How might change ... change?