Certain Change Leaders

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Reading time: 1 min.

Some leaders are comfortable with and even thrive in uncertainty and change. We see them being strategic, inspirational, and courageous. They help us find our next best markets, positioning, and offers. Their blind spot is getting to the end zone before everyone else and wondering why no one has followed them.

Other leaders demand certainty and resist change. This appears as fighting for the status quo, having finance dictate strategy, and focusing on operational efficiency. They help us preserve the familiar. Their blind spot is thinking that holding back change is healthy or even possible.

So which type of leader do we need more in our world today? Actually, we need both. Most importantly, we need leaders who can be a strong bridge between the vision-and-progress types and the steady-and-safe types. These certain+change leaders support the vision, understand that change is certain, and help those who crave certainty take a well-lit path to the new normal.

 

In your corner,

Mike

 

Today’s photo credit: Paulo Etxeberria Argi eta garbi via photopin (license)

Getting People to Listen

Posted on Leave a commentPosted in Leading, Sales and Influence, We=All Who Matter
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“Here’s what you need to do…”

People will resist our ideas and never change (or they might maliciously comply) when we start with us, our positions, and our reasons. People will listen to our ideas and (potentially) change their minds when we start with them.

Starting with them includes respecting them, their ideas, and their absolute authority over whether they change or not. We can then build a bridge from their opening mindset to an exploration of their desired outcomes and to the obstacles that block those desires. We finish with exploring ways for them to win those desired outcomes and for us to win ours.

This is another case of giving to get. We get people to listen by listening to them.

 

In your corner,

Mike

 

Today’s photo credit: Mr. Nixter cc

Say Why, Ask Why

Posted on Leave a commentPosted in Do=Natural flow of action, Leading, Sales and Influence, We=All Who Matter, Will=Our inner game
Reading time: 1 min.

To get better at anything at work or home, say out loud why you want to. Upon hearing ourselves, we will be very much more able to achieve what we say we want. Keep it inside or go on about what’s wrong, and we’ll sustain whatever we don’t want.

Try it. Then teach it to those whose old ways keep getting in the way. Simply propose the change and ask them, “Why would you want this change?”

 

In your corner,

Mike

 

Today’s photo credit: John Carrel cc

Real Change

Posted on Leave a commentPosted in Do=Natural flow of action, Will=Our inner game
Reading time: 1 min.

Real change–the change we need to make to (finally) get what we’ve been seeking–is really uncomfortable. It can seem so horribly uncomfortable that we will bend and push ourselves to try to make all the standard, easy answers work. But the easy answers can never work. We have to go right into and through the uncomfortable, uncharted, uninviting, and scary storm.

The good news is that the discomfort of real change looks way worse than it really is. And the benefits of real change are measured in the tankers full of joy that come when we finally make the real change.

 

In your corner,

Mike

PS: Besides, we can go way outside our comfort zone and still be well within our safety zone.

 

Today’s photo credit: PepOmint cc

super

We Change Everything

Posted on Leave a commentPosted in Leading, We=All Who Matter, Will=Our inner game
Reading time: 1 min.

When we raise our buzz, we can change an encounter, a team meeting, an entire company, or even a life for the better just by our presence. Buzz running high, we become certain of their ability to do good and great work regardless of prior success or failure. We let ourselves follow our curiosity about how they will do it and how it will all unfold. Then, lo, they do it and it all unfolds better than any of us could have planned.

Never underestimate your ability to change everything.

 

In your corner,

Mike

PS: Note I didn’t say we can make people change. Nor do we need to do very much.

Today’s photo credit: Nancy <I’m gonna SNAP! cc

change

You Change First

Posted on Leave a commentPosted in Leading
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Changing an organization is hard. But change in our organizations is near impossible if we, as leaders, don’t change ourselves first.

Changing ourselves is simple (but not easy), though. We start by asking, “Who do I need to be so that the organization can change as desired?”

 

In your corner,

Mike

 

Today’s photo credit: m.a.r.c. cc

ten

Orders of Magnitude Impact

Posted on Leave a commentPosted in Leading, Strategy, What=Compelling Focus
Reading time: 1 min.

If we want to make a big impact, let’s get good at making a small impact then set a goal for one order of magnitude bigger.

Doing well at the smaller level earns us the cred to go bigger.

And setting a 1000% growth goal gives us the courage to make the changes needed to get there.

 

In your corner,

Mike

PS: Want to impact a billion people? Get good at impacting 100 million people. To do that, get good at impacting 10 million. On the way, you’ll need to get good serving 1 million. Etc.

PPS: We can of course choose to grow by 1%, 10%, or 100%. But the changes we need to make to have a 10x impact typically won’t happen with these smaller increments.

 

Today’s photo credit: Whatknot cc

no

Some People Just Can’t Be Told

Posted on Leave a commentPosted in Leading
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Try as we might, some people won’t do what we need them to do. It’s not that they are bad or stupid. It’s that they aren’t ready yet or our message isn’t the right one for them.

So what can we leaders do?

We can raise our buzz, model the approach we want them to adopt, coach them, listen well so we can learn what would make a win for them, go for win-win, and quietly appreciate them as fellow humans. These things can open possibilities and make way for (seemingly) miraculous changes.

In the end, they may change. Or, for the good of the team, we may have to put them on a plan and/or fire them. Either way, they will appreciate our help. And we will know that we have done our job very well.

 

In your corner,

Mike

 

Today’s photo credit: Daren cc

change

A New Type of Leader

Posted on Leave a commentPosted in Leading
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Our organizations need something different from us at each size and stage. What had worked so well for us becomes less and less effective as our organizations grow and evolve. Worse, our familiar ways of leading can do damage.

For example, smaller and newer companies need us to be bold, demanding, and hands-on. As they get established, we need to become steady coaches who delegate. And companies that have hit a plateau need us to be visionary, encouraging, and steadfast. Being hands-on, for instance, in the latter stages just gets in the way.

Sometimes we can’t see when we need to learn new ways and shift our leadership. One thing we can do is anticipate it. We can then seek input and guidance from those around us. Another thing we can do is notice the organization itself. When it struggles, it’s likely time for us to become a new type of leader.

 

In your corner,

Mike

PS: What got us here won’t get us there.

 

Today’s photo credit: debaird™ cc