Wednesday, 22 February 2017
Leading Change: Getting it Done.
We know that meaningful, impactful change takes time. It requires thorough consultation and careful planning. Depending on the scope of the initiative, this consultation and planning stage may span the course of several months, even years.
However, there a comes a time in every initiative when it is simply time to get it done. It's been my experience that this can be one of the most challenging transitions for an organization- the point at which the abstract becomes reality and dialogue transforms to action.
Given that for most organizations a considerable amount of time (and money) has likely been invested in the consultation and planning stage, it's not difficult to understand why there might be a great deal of anxiety and uncertainty associated with the implementation stage of any significant change initiative. At the point at which implementation is on the horizon, individuals are fully invested, often on an emotional level. Again, this is understandable, even necessary. Passion and commitment are integral for the successful implementation of any initiative.
It is at this stage that I find it most necessary for decisive, courageous leadership. (I shared what I believe are the necessary attributes to lead change in one of my previous posts.) Someone has to be willing to take the leap. It is that often uncomfortable step into the unknown. It invites the possibility of failure. It's a incredibly hard step to take. No question.
But sometimes we lead change. And sometimes we need to give it a little shove. To get it done.