Do you feel overwhelmed with the amount of change in your organization? Yet, as a leader, you feel you have no choice but to change constantly.
Creating an organization that can use change to drive growth and performance, with healthy, engaged employees, is a game-changer. But it can’t be done by bombarding your employees with one change initiative after another.
Have you ever travelled with a toddler? Our family’s recent trip to Portugal, which included my 17-month-old grandson, reminded me of its joys and challenges.
The trip also reminded me of the difference between espousing a set of values and demonstrating them through your actions.
Have you ever bought a new piece of equipment, with the expectation that it would solve a problem or deliver an. exceptional result, then been disappointed?
If so, you’re not alone, and it’s because you overlooked the critical second dimension of change. The Whitespace..
Resistance to change is often cited as one of the biggest obstacles to change.
However, it doesn’t need to be.
You can prevent it.
In many cases, what leaders experience as “resistance” is not resistance at all. It’s the predictable outcome of how change is framed, communicated, and led. When leaders misinterpret normal human responses, they can unintentionally create the very resistance they are trying to eliminate.
Efficiency. That’s the word that my private clients most often use when they talk about change in their organization. It’s their why for their change initiatives.
No matter where my client is within the organization, CEO, manager, supervisor, they all talk about efficiency. It sounds really good on paper. Everyone wants an organization that runs smoothly using less effort and resources.
