🖐️WAIT! Leaders…are YOU *really* open to change? Here’s how to know…
You’ve probably heard it said before—the only thing that doesn’t change is the fact that everything changes!
If you’ve been a leader for any length of time, you’ve likely had to navigate the stark reality of change, wanted or unwanted.
A lot of leaders I work with have told me that THEY are open to change, but it’s their TEAMS that are resistant to it.
But the reality is, most leaders actually AREN’T as open to change as they think they are.
Usually leaders are open to change when it’s their idea, when they can control it, when they see it coming, when they like it.
What many leaders DON’T like is when change requires a change to happen within themselves! I’ll explain what I mean by that in a minute but first…
Here are some questions to ask yourself to see if YOU really are open to change:
● What’s your first thought when “corporate” requires you to change a strategy or process you thought was working well?
● A new software or app is being introduced to the company, and it will change most of your workflows and processes—how do you respond?
● A team member or peer gives you feedback that your leadership approach is hindering good communication, because people are scared to approach you with honest opinions. Innovation is suffering, because people are afraid to express dissenting opinions. A change is needed in YOU. What do you do?
If you feel called out, don’t worry—most people would too!
As leaders, part of our responsibility is to cast a bigger vision. To inspire people toward that vision. We’re managing a lot of moving pieces and we feel the pressure to keep going, to keep producing, to keep delivering results.
But it’s important that we not let the external pressures of our position keep us from truly being open to UNCOMFORTABLE change when it comes knocking on OUR doors.
In order to achieve true, lasting success for our teams and for our companies…to create an environment where people SHOW UP and achieve, where they keep learning and asking the right questions, where they trust each other enough to achieve TOGETHER…we will have to let go of our need to be in CONTROL. We’re going to have to let go of what we’re accustomed to.
We have to make space for the new—even when the new makes us uncomfortable, and even when the new wasn’t our idea!
We can coach our employees to be open to change, but we must lead by example and model it for our employees.
ARE *WE* OPEN TO CHANGE?
– How coachable are we really as leaders?
– Do we model a mental and emotional adaptability to change like we expect our employees to?
YOU can be the catalyst for change in your organization. The kind of change that begins with yourself and spreads outward. That’s the best kind of change, the kind of change that lasts.
