It seems odd to me that, even with all the inventions and knowledge and innovations we have acquired in recent years, people in leadership can still believe that the best way to implement change is not to let anyone know what is happening.
Throughout this series on change, if there’s a single unifying thought, it’s that OUR PEOPLE MATTER.
In light of that precept, it’s nothing short of arrogant to try putting a leadership team, a management team, or even the board of directors in charge of a new design or plan for change without an opportunity for input from throughout the organization. It’s an effort that’s set up for failure from the beginning.
But we see it again and again, this view of organizational change as a top-down process:
Top management that will not involve the organization or its employees because “we know best.”
Bosses who channel work into silos, leaving out the big picture because involving everyone will slow down the process.
Leaders who hold back information until they feel it’s warranted to share. They confide only in a few as they allow the rest of the organization to sit and wait and ponder.
This kind of leadership is a secretive and will not be successful.
Change affects everyone. And everyone needs to be included.
No one wants to hear that the change is a top-down initiative. No one wants to be told what to do.
Creating strategy or substance for change does not happen with one person at the top. It happens with the people making it happen. Ultimately, it’s the people who are responsible for the outcome.
To succeed at change, we need an organization that knows and understands Sharing for Succeeding.
Shared Solution: All of us are involved in some kind of problem solving everyday, both in our personal and professional lives. Sharing a problem statement that supports the change can be a good first step in the process.
Shared Vision: To move forward we need the power to envision exciting possibilities together. Identifying the direction and vision together creates a bond among leaders.
[quote]The ability to share a vision is the attribute that most distinguishes leaders from non-leaders.[/quote]
Shared Solution: Creating a shared solution helps leaders and employees keep one another accountable for their actions. Success in change only grows by sharing – the more you give, the more you have to share.
Shared Sustainability: To understand change is to make it sustainable. Plan for sustainability at the beginning of the strategic planning process so you can achieve long-term staying power in your programs or practices. To be sustainable requires constant and consistent improvement and communication.
Shared Success: When people understand and feel confident about their future and connected to the organization’s strategy and vision, they are less likely to resist, mourn, or refuse change. Their change resistance will be replaced by change readiness.
By creating a shared environment, you are creating a successful organization.
Lead from within: We must balance the organizational processes with our people’s needs. We must include everyone within the organization in our shared solutions and shared vision if we want to have a shared impact and success.
Of Lolly’s many awards and accolades, Lolly was designated a Top-50 Leadership and Management Expert by Inc. magazine. Huffington Post honored Lolly with the title of The Most Inspiring Woman in the World. Her writing has appeared in HBR, Inc.com, Fast Company (Ask The Expert), Huffington Post, and Psychology Today, and others. Her newest book, The Leadership Gap: What Gets Between You and Your Greatness has become a national bestseller.