Most attempts to change fall flat. Around the world, countless change efforts are underway in all kinds of organizations, spearheaded by leaders with good intentions. Despite the good intentions, the majority of these programs will fail. Why?
In Change-Friendly Leadership, Practitioner Dr. Rodger Dean Duncan shows that humanness, approachability and friendliness are necessary, but often overlooked, elements of making change successful. Effective organizational change requires the active, mindful participation of the people affected by the change. A Change-Friendly foundation for effectively engaging people’s heads, hearts and hopes is necessary to create lasting change in your organization.
The big deal about change is usually not the strategy, structure, or systems. The core is feelings. In the world of human commerce, nothing changes unless and until people’s behaviors change. And the kind of behavior that results in lasting (sustainable) change must accommodate people’s feelings – feelings that involve trust, confidence, passion and all those things that make us human.
You can rent a man’s back and hands, but you must earn his head and heart.
- Effective change requires genuinely engaging the brains of the people expected to embrace and even champion the new state of affairs.
- Effective change requires engaging people’s feelings – not merely making a business case for action, but making a compelling psychological case for action.
- Effective change requires engaging people’s earnest hopes: their heartfelt aspirations, even their sense of self.
Leading effectively is a challenge under the best of circumstances. It’s especially so in an environment of change and transition. In such an atmosphere, people need comfort and confident direction, not a drill sergeant.
Guiding principles that can help:
- Be a gardener. Go for growth. Successful leaders invest energy in growing rather than They create a nurturing environment and they cultivate with care.
- Lead the whole person. Some managers seem to regard people as They try to motivate only with salary and benefits. Successful organizations lead the whole person :
- Heads: They want to grow, develop intellectually, learn, and stretch their comfort zones.
- Hearts: They want to be treated with kindness, respect and dignity. They want good relationships and to feel appreciated.
- Spirits: They want meaning in life, to be inspired, and to feel they fit.
Three characteristics of an effective leader are:
- Character: the person’s integrity, motives, principles and values. Character is what a leader is.
- Competence: the person’s skills, gifts, talents and ability to deliver on promises. Competence is what a leader does.
- Cause: the person’s reason for leading, vision, goals and “end game.” Cause is what most often motivates and inspires.
Behaviors and relationships in place of titles and stature are the foundation of the Change-Friendly framework. It is based on the power of the Four Ts: Think-Friendly, Talk-Friendly, Trust-Friendly and Team-Friendly.
To learn more about creating and/or transforming your environment to a Change-Friendly one that will create outstanding performance. Contact Dianne Durkin at Loyalty Factor @ 603-334-3401. Loyalty Factor specializes in building employee loyalty, customer loyalty, and brand loyalty for some of the most successful companies worldwide.