Change is necessary when a discrepancy occurs between an actual set of events-something that is happening right now-and a desired set of events-what you would like to happen.
– From “Leading From a Higher Level” by Ken Blanchard
We all hate change, but change is imperative if we are to grow in our relationships, our business success, as leaders, as parents, and as Christ-Followers.
Have you asked yourself:
- Am I where I want to be in 5 years?
- Am I the type of parent or spouse I need to be?
- Is my business where it should be?
- Am I the type of Christ-follower God wants me to be?
- Am I in the physical or emotional shape I need to be?
- People leading the change think that announcing the change is the same as implementing it.
- People’s concerns with change are not surfaced or addressed.
- Those being asked to change are not involved in planning the change.
- There is no compelling reason to change. The business case is not communicated.
- A compelling vision that excites people about the future has not been developed and communicated.
- The change leadership team does not include early adopters, resisters, or informal leaders.
- The change is not piloted, so the organization does not learn what is needed to support the change.
- Organizational systems and other initiatives are not aligned with the change.
- Leaders lose focus or fail to prioritize, causing “death by 1,000 initiatives.”
- People are not enabled or encouraged to build new skills.
- Those leading the change are not credible. They under communicate, give mixed messages, and do not model the behaviors the change requires.
- Progress is not measured, and/or no one recognizes the changes that people have worked hard to make.
- People are not held accountable for implementing the change.
- People leading the change fail to respect the power of the culture to kill the change.
- Possibilities and options are not explored before a specific change is chosen.