Do you remember playing follow the leader as a child?  As soon as the first leader was nominated or elected, how did the game begin?  It started quite simply with the leader moving.  Then everyone else would follow the leader. By definition leaders are not leaders unless they’re going somewhere. If you played follow the leader and the leader never moved, that would be boring! While playing follow the leader as a child was fun for the followers, in our professional careers, the followers may not always see the proposed journey as fun.

While I believe we all struggle with change to some extent, some people become stressed, frustrated, or even paralyzed by the proposal of change. Leaders must be the champions of change. But getting others to change and move toward a new destination can be difficult.

Three steps to generate movement with your team

1.  Define the “Why?”  Followers need to understand why the change is necessary. This is done by stating the problem, then backing it with data (not just your opinion), and finally showing the issues that will be created if nothing is done. In other words, if we just keep doing the same thing, we’re in for trouble. There is more fear and anxiety if we don’t move. Change is necessary.
2. Layout the plan for “How?”  At this point, the followers are feeling the uneasiness of the current situation. They understand the status quo is no longer an option. Now they want to know what can be done about it. This is when you give them the good news. You have a solution. This vision for a better tomorrow should not only show the final destination, but also the milestones along the way with the data to support the proposed plan as the best choice. Your vision isn’t just one huge leap into the future. It will be a series of smaller steps that aren’t quite so scary. As you roll this out, these smaller steps become the quick wins and the celebrations that show progress and create momentum for continued change.
3. Inspire them to act.  The inspiration to take action is the last ingredient for your vision. This can be done by mentally moving the audience to the end-state. Take them to the completed vision. As you describe the finish line, try to engage their senses with your description. Then describe the feelings they will have when they arrive at this new destination. Everyone will feel accomplished, satisfied, proud, and energized.

By communicating your vision with these three steps, you can generate the understanding and the feelings necessary to gain a change commitment from your team. Leaders promote change by focusing on the anxious feelings of staying the same, the confidence in the proposed plan, and the sense of accomplishment once the goal is achieved.

If we were only playing follow-the-leader on the playground, leaders would have a much easier job.

Still working on it,

RPjr

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