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Five Things Smart Leaders Do to Lower The Barriers To Change
Smart leaders understand that they don't "make" a change happen. They recognize that the people in their organization do the work, change behaviors, and, ultimately, make the change happen. They understand that their role is to make the change meaningful and easier to accept. Smart leaders facilitate change. Let's look at five things smart leaders do to lower the barriers to change. 1. They sell more than they tell Smart leaders are comfortable selling their ideas. They understand that "telling" someone what's going to happen is very different from "selling" them on the idea. I do not suggest that smart leaders use so called "high-pressure" sales tactics. By selling, I mean that they look for ways to get people emotionally committed to the change. They paint, and re-paint, the vision for people. They focus on the benefits, not the costs. They understand that people need time to adjust, time to accept the change. They work to inspire buy-in rather than compliance. 2. They help people tune-in to WII-FM Sales and marketing professionals talk about the radio station that most people tune-in to on a daily basis. They know about WII-FM (What's in it for me?). If it's true about people in the marketplace, then it's true about people in the workplace. Smart leaders know how to answer the question on every employee's mind: "What's in it for me?" Dr. Aubrey Daniels, noted behavioral analyst and author of Bringing Out the Best in People, makes two great comments regarding change acceptance: - "People don't resist change, they resist being changed," and - "People don't resist change if the change provides immediate positive consequences to them." Smart leaders know that people are generally more willing to do things that bring personal benefit than they are to do things that benefit the organization. They take a pragmatic, not a cynical or negative, view of human nature. They see people for who they are and work to adjust their strategy to go with -- not against -- the natural drives of people in their organization. 3. They work through the "head grapes" Every organization has a grapevine -- an unofficial communication channel that often moves faster than official ones. You might call the people who other people listen to, and therefore influence the grapevine, the "head grapes." Smart leaders are not too impressed with themselves. They recognize that the head grapes have more personal influence within certain employee groups than they do. They understand leadership is about trust and relationship; it is not about position. Recognizing this truth, they seek out influencers in the organization. They strive to get the influencers onboard with the change. They understand the power of relationships, and they put that power to work. They work with the head grapes to affect change so that they don't have to push against the head grapes' resistance. 4. They break the change into "bite-sized" pieces Smart leaders understand that people need both information and time to accept a change. They also realize that they can't wait forever to get everyone onboard. So, they break big changes into small pieces that people are willing to accept more quickly. By moving in stages, smart leaders move their organizations with steady forward progress instead of periodic quantum leaps. 5. They build positive momentum By breaking big changes into bite-sized pieces, smart leaders set themselves up to build positive momentum. Smart leaders know that an early failure or setback can create more resistance later -- even if they overcome the initial setback. Building a record of quick, early wins helps people accept the upsets that will happen on the way to success. Smart leaders understand the power of momentum -- either positive or negative. They break changes into small pieces then pick their first move because it has a high-probability of success. Copyright 2005, Guy Harris Guy Harris is a Recovering Engineer. As the owner of Principle Driven Consulting, he helps entrepreneurs, business managers, and other organizational leaders improve team performance by applying the principles of human behavior. Learn more about Guy at http://www.principledriven.com Guy co-authored "The Behavior Bucks System(tm)" to help parents reduce stress and conflict with their children by effectively applying behavioral principles in the home. Learn more about this book at http://www.behaviorbucks.com
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Coaching Embracing Adversity for Achievement "Show me someone who has done something worthwhile, and I'll show you someone who has overcome adversity." -- Lou Holtz Reveal the Leader Within A Leader is not a certain type of person or position of power. It is not the one at the top of the golf leader board at any specific time or the person at the top of an organisation. It is YOU. In this article we want to show you how to reveal the leader within. To give you some ideas, methods, tips that will make you think and, if you want to, enable you to reveal the leader within you. Using Your Intuition "Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure." -Nelson Mandela, Inaugural Speech, 1994 Leadership Development for Success In today's highly competitive world, there is a lot of pressure on leaders to create highly productive organizations. To be successful with this task, leaders will need all of the talent, skills, techniques, and experience they can muster through leadership development. The pressure to succeed can create a real dilemma: whether to "manage" people or to "lead" people. At CMOE, we maintain that in order to achieve high levels of employee engagement and morale, people in authority must learn how to show others the way, be a "lighthouse," rather than to "railroad" people into compliance by telling, commanding, or controlling them. Respected leaders easily gain loyalty and mutual agreement with their followers (loyalty demanded is loyalty denied). Who Is Randy Gage and Why Is He One of My Mentors and Heroes? Who is Randy Gage? I first read about him in a newsletter by his friend, and another of my mentors and heroes, Stuart Goldsmith. Unleash It! On airplanes, in restaurants, in the newspaper and on television, I often hear people saying their businesses are not growing to their satisfaction or that they are not reaching their objectives. The explanations that follow consist of reasons like: Effective Leaders are (#1) Conceptual SEE INTO THE FUTURE CREATIVELY AND PRACTICALITY: Planning day-to-day is obviously important, but a good leader must be able to see the long-range picture, to know the history of the organization and have a sense of the direction in which it is traveling. Effective leaders always have the long-range picture in mind as they plan laterally. Stepping Into Leadership and Being The Source Of Your Success Why is it that we often wait until we have achieved a level of success in network marketing before we feel as though we have earned the right to step into a leadership role? Leadership is NOT a position you acquire as a result of having achieved a certain volume or compensation plan position. It is a place you come from as a declaration that guides your decisions and actions. When you are the source of everything that shows up in your life and in your business, your actions will be in sync with this self-declared leadership role. Leadership Push vs. Pull? At your next staff meeting consider leading your team through the following discussion. Women in Leadership - How to Get Promoted It is often much harder for women to get promoted than men. The most common characteristic of successful women is that they know how to express their excellence in a male dominated environment. How do they do it? Evil, Hostile Grumpy Listeners? Think Again I hated Kyle Sisk*. A notorious bully, Kyle punctuated my grade school years with misery. He would tease me about my weight, purposely rattle me with shocking language, delight in making me look foolish at every opportunity. Kyle had scary, penetrating eyes and sharp, jagged teeth that looked, appropriately, like fangs. He even had his own evil henchman named Eddie who would follow him everywhere, laughing a conspiratorial little laugh asking, "Heh, heh, what are we going to do next, Kyle? Heh, heh." (All Eddie was missing was a hump.) A typical encounter was the time I was walking home from school and Kyle and Eddie pounced from behind some bushes, grabbed my books and threw them in the mud. Even worse, they snatched my precious, brand new little purse and threw it into the branches of a tree, far out of reach. They then ran off cackling in triumph. I, purseless, limped home in tears. The Compassion Paradox Effective leaders are comfortable with paradox. They can call on skills and work in ways that seem to be contradictory. The SAMMER Test: Leading People To Get The Right Results At the Right Time In The Right Way As a leader, you do nothing more important than get results. But simply getting results can be easy. Boy Scouts of America and Leadership Coaching The Center for Management and Organization Effectiveness talks with Dennis St. Jean, Assistant Director Professional Development Division, Boy Scouts of America, Irving, Texas. People Problems -- Understanding the Dueling Paradigms You've spent the last 12 years riding your technical skills up the corporate ladder. 5 Steps on How to Set and Achieve Your Goals Which one is a goal? I will lose 15 pounds I want to run a marathon Quit smoking All of the above None of the above A Call to Men to Live a Strenuous Life! Any man would be justly proud to claim even a portion of what Teddy Roosevelt accomplished in just one of his fields, whether politics, hunting, writing, military, or family. He was an extraordinarily accomplished man with an enormous appetite for life. But he is more than that. For us today, he remains a hero, a patriot, an authentic, masculine role model of success, self-improvement, perseverance and courage. Dont Be a Complainer Complaining. There's room for legitimate complaining, but if you let this deadly disease of attitude - complaining loose, it will conquer you. Complaining can take over your life. Destroy you and leave you without anything. Leadership: Seed or Fruit? Purpose: Learn immediately if you are fostering leadership or ignoring it. Discover the power of nurturing your people. The Defining Moment: The Straw That Stirs The Drink Of Motivational Leadership (Part Two) In Part One, I described the importance of establishing deep, human connections with people you lead. I said there were three ways to do that, by communicating information, by making sense, and by having your experience become their experiences. By far, the most important and most effective way, is the latter.
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