WHAT IS DIFFERENT IN CHANGE LEADERSHIP
THEN
What and how
Minimize disruption
Top down change
Informing
Change Models and Structures
NOW
Why and who
Accept and thrive with disruption
Change from all levels through change agents
Coaching
Focus on Culture and Behavior
Supporting the above differences, the on-target points Hoogerhuis & Anderson make in their recent Gallup article “How to Adapt to Constant Change: Create It” are that:
a. Constant change is the new normal.
b. It’s not enough to be agile anymore.
c. Change Management should not be relegated to HR.
d. It shouldn’t be called Change Management.
The authors suggest a script flip; rather than focus on processes and tools - the focus should be on teaching people how to lead change themselves and to thrive in a state of continuous upheaval.
Although there is almost universal agreement, what needs to be taught has been missing. We now know the behaviors and attitudes of those who have been known to thrive with disruptive change.
Before, or simultaneously with, Change Leadership teachings, make sure that people have the basic change skills by teaching the basic change skills of flexibility, optimism and boldness/courage. Studies show that change programs without mindset and behavior change fail at a 70% rate; those efforts that involve ‘Change Ready’ people yield over a 70% success rate - a complete inversion!
Free sample! Try the Optimism module of my new Change Fit Lab - enter the code FREEOPTIMISM on checkout.
Since 1988, Dr. Janet Lapp has been one of America’s most sought-after change leadership experts. She is a licensed Psychologist, producer of the Emmy-nominated CBS-series “Keep Well”, inductee to the Speakers Hall of Fame, and author of five popular books on helping people change. Contact her through your speaker’s bureau or contact Liz at elizabeth@janetlapp.com.
