Achieved Strategies

I’ve been exploring three truths that are still believed, but are no longer relevant to leading organizational change. Here’s a brief recap before exploring the final “old” truth.

Ditching Truth I

The first truth I explored that needs to be ditched is linked to your way of being.  Causing change to “leave your mark” is ego-based.  Leading change today requires an external focus – what can be made better for people impacted and the organization.

Ditching Truth II

The second truth is that you have no time for coaching. While our calendars are filled with meetings that distract from work that needs to be done, making time for coaching today becomes an invaluable practice during times of change.  Such times quietly demand that you interact with staff more than normal.

The final truth that needs ditching is the ugliest truth: the belief that employees are unable to process the details or the realities of a change.

This is a truth that lurks in conversations behind closed doors when change is planned or implemented.  It’s nasty and untrue.  There is no denying that business is complex.  There’s also no denying some issues and topics cannot be shared openly with staff or immediately.

Employees today have seen countless company changes – big and small – fail.  And they talk about them – often.

Today’s change leaders recognize that employees can handle the truth.  The truth may even mean openly sharing that not all details can be discussed.  See, what happens is when we aren’t given enough information we work to fill the gaps.  And when we hear a line of B.S. we intuitively know it and we discount it and the person sharing it.

In the context of change it’s best to share the change.  It’s best to share what the change means, no matter how hard the truth may be to swallow.

Let’s go back to reconnecting with community.  In a community where the truth is shared openly, employees can respond faster to changes within their environment. And if needed the community supports each other.  This allows the community to come together and become stronger.  It’s the type of strength needed to make change a reality.

Today’s organizational change is complex.  There often is no obvious solution to make the change stick.  The idea that started this blog series is my passion to help businesses, leaders, and employees shift how they make change happen.  Part of this shift is ditching truths that no longer have relevance today.  These truths are behaviors that no longer serve leaders and, consequently, their employees.

By working to strengthen or build the community within a business, today’s change leaders know it’s not about them.  It’s about them and their employees.