“Change is neither good nor bad. It simply is.” Don Draper
This week at our DP/AP meeting Greg Kirk from Goggles On presented on Leading Change. It got me thinking. Some of my thoughts were the following.
You can’t manage change. You try to anticipate it and then adapt to it. That’s the core competency that each of us needs to develop and continually strengthen. At a collective level, it makes an organization that much stronger to adapt to whitewater events which can capsize the unprepared.
Management guru John Kotter provides a very useful model for leading change efforts. His eight step process, which has been adopted by many organizations and leadership practitioners, encompasses the following steps:
1) Establishing a sense of urgency
2) Creating the guiding coalition
3) Developing a change vision
4) Communicating the vision for buy-in
5) Empowering broad-based action
6) Generating short-term wins
7) Never letting up
8) Incorporating changes into the culture
At the core of Kotter’s model is building change adaptability within an organization and learning how to focus the energy of employees towards a shared vision.
Change leadership evokes the critical importance of humbleness as a leader. You need to adapt. Ask the question why.