Your Involvement in Change

Leading change with our teams is necessary – and even more so in a world that is changing so rapidly. We are adapting so quickly that we are often changing before we want to and in ways we never thought we would have to. To keep up a change plan is not enough, leaders will need to directly involve people in the process of change if we want to be agile and responsive to the needs of the world we live in.

That’s why this Change Styles Blog Series provides tools every leader needs to have on hand for that next change conversation, planning meeting or crisis response. We are inspired to change by different triggers. We see and notice things differently to create a more complete picture of what to change and why. If you want people to say “yes” to change and take the personal risk, it’s a good idea to know what they need in times of change so you can show them What’s In It For Them (WIIFM). 

Each of us has a unique lens and way of engaging in the change process. Because of that rich diversity, together we have what is needed to create the kind of change that will have a lasting impact. 

Each one of us can make a difference. Together we make change. ~Barbara Mikulski

Recognizing and capitalizing on your unique strengths and the strengths of others will help you lead change effectively. Yet, even with our strengths, we can also have a blind side. Knowing the “trap” we might fall into and what others might tend towards will help minimize those things which can derail change.

Let’s recap the series by highlighting a strength and a blindside of each style:

The Involvement of Dreamers

• Strengths: Being an inspiration to others
• Blind Sides: Getting ahead of everyone else

The Involvement of Doers

• Strengths: Guiding others in what to do
• Blind Sides: Feeling overly responsible to make it happen

The Involvement of Thinkers

• Strengths: Evaluating how it lines up w/ bigger picture
• Blind Sides: Being slow to take action before it “gels”

The Involvement of Fixers

• Strengths: Providing clarity for roles, plans, problems
• Blind Sides: Over-focusing on worst case scenarios & critiques

What's Next?

If you’re headed into a season of change, take the time to review changes styles with your team. Talk about inspiration to change, what everyone is noticing, what they need and how they want to be involved. These conversations at the beginning of making a change provides invaluable information to help you lead change so that it can “stick”.

In case you missed it, download the change style assessment HERE. And, I’d love to hear more about your questions as you lead your team through change. Comment below or email me HERE.