Uniform Change
Change is hard! Well, at least when more than one person is involved. Which for the most part in business is, ALWAYS! In the past I’ve thought to myself, “If everyone just did things the way I wanted everything would work great!”. Oh c’mon, don’t tell me that thought has never crossed your mind! In my experience change has a way of disrupting your daily routine, screwing everything up and only creating a greater divide between the bandwagon jumpers and the stubborn nay sayers. Ok, well maybe that’s a little extreme, but I’m sure you get the point.
Maybe by now you’re wondering why I named this blog “Uniform Change”. I chose “Uniform” because it is likely a term we can all easily relate. What first comes to mind when I say uniform? A military person or law officer? Medical or restaurant employee? Or maybe it is an adjective like orderly, tidy and systematic. Whatever your definition or experience, the next time you’re confronted with a change to the day to day, think about these points as you lead the change or are asked to participate in successful change:
- Don’t be selfish. Think about the real need for this change, not how it immediately impacts you.
- Step back to view the full picture. What is going on in and around the situation that could be influencing the need for change. Often it isn’t just one person’s poor performance.
- How can you help clarify the need for change? Everyone interprets messages based on their knowledge or experience from similar situations or lack thereof. Help to frame the problem in a way it feels real to each person. This promotes clarity, engagement and understanding.
- Don’t blurt out the obvious flaws in logic or process. Instead, ask intelligent questions to respectfully suggest another way and lead that person to realizing the answer. This is my favorite part, because here is where you’re helping others think critically and come to conclusions on their own.
If done correctly, creating an environment where change is welcomed as a means for; personal growth, industry competitiveness, better attunement to customer needs, enhanced team cohesion and top down transparency, can lead to visible employee engagement, confidence to share ideas, try and fail without fear of on the spot firings and improved reaction/agility to changing influences.
Overall, framing the perception of a situation can be a powerful tool for progression or a heavy sledgehammer of destruction. Instead of being quick to destroy the onset of change, help pave the way and Make It Flow!
-Matt