The Five Myths of Organizational Change—Myth #2 – Change is about getting others to change
When I am called in to help an organization transform (or, more likely, to help them figure out why their previous and expensive transformation efforts failed) I usually hear real concern about the seemingly insurmountable difficulties in overcoming “resistance”.
Ahh, the “R” word. It is such a wide and deceptive umbrella. We are frustrated with our change efforts usually because we believe we are encountering resistance to the changes that need to happen. This is because, we look at change as about others needing to make changes in their ways of working—telling them what they need to now do and holding them accountable to do it.
Now, tell me, how do you respond when someone says to you that “What experience has taught you works now no longer will. Sorry!” Do you jump for joy at the revelation they shared and abandon all that you have learned as a successful professional? Or do you look for, and see, all the cracks in their argument and position? I’ll tell you what I see. I see people nodding politely and smiling but then saying (quietly, later, to each other) “So, what changes have they made? Why is this all about us?” It’s a fair question.
Generally, people don’t follow what they hear, they follow what they see. So, the question here is, are you leading the way with your change—are you the role model setting the example? Because change is about starting with ourself and role modeling the journey of change. If we cannot show them how to act then telling them is a hollow exercise that only breeds mistrust, cynicism, and increased resistance—the very thing we are trying to mitigate.
Change leadership is about the much harder job of getting ourselves to change—so we understand and have empathy, so we see what works and what doesn’t, and so we have credibility as leaders by leading from the front, not the back.
You can reach me at michael@silverbackpartners.net, or reply directly to this email. I look forward to hearing your thoughts.
Michael
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