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Working with Sandy
Your Coachability is Important in Successfully Navigating Organizational Change
“It’s how you cope with the imperfect matches that makes you great.”
Kim Clijsters (1983 –) Belgian Professional Tennis Player, Two-Time U.S. Open Champion
You don’t know everything. You do know that, don’t you?
Executing Strategic Change: Transitioning From the Class Room to the Board Room
"A teacher is one who makes himself progressively unnecessary."
Thomas Carruthers, (1820 – 1875), English artist and explorer of British colonial southern Africa and Australia
A bittersweet but true quote.
The summer quarter offering of ‘Executing Strategic Change’ ended last week. So, as I transition my musings from our small intensive community back to this larger community, I will share what I communicated to the class during our final wrap-up.
Wishing my students continued success in their current and future roles.
Sandy’s Ten
Leave Unsaid the Wrong Thing at The Tempting Moment During Organizational Change
Laughing Your Way to the Bank During Organizational Change
from a great post by Rosabeth Moss Kanter on the virtue of humor.
Three Questions to Assess Your Change Readiness
"The real act of discovery consists not in finding new lands but in seeing with new eyes." Marcel Proust, French Novelist (1871-1922)
Rule of Three: Knowing When to Confront Someone
You will find peace not by trying to escape your problems, but by confronting them courageously. You will find peace not in denial, but in victory.” J. Donald Walters (1926 - ), Romanian author, lecturer, composer
Seeking a Change Management/OD Consultant for 3-Month IT Capability Diagnostic for a Global Firm in Downtown Chicago
Ability is of little account without opportunity. -Napoleon
Impact of Holding Your Breath During Organizational Change
"Resisting change is like holding your breath, if you persist, you die."
Lao Tzu, the founder of Taoism
Any change effort is likely to face a few change resisters. Unfortunately, even if these resisters are few, they can quickly erode momentum and stop change in its tracks.
Action
Learn Now. Learn Later. Develop Successful Organizational Change Skills Early.
"Learning is a treasure that will follow its owner everywhere." ~Chinese Proverb
It is never to early to begin learning skills that are useful throughout your personal and professional life.
People Never Care How Much You Know Until They Know How Much You Care.
"People Never Care How Much You Know Until They Know How Much You Care."
John C. Maxwell, (1947-) American author and speaker on leadership
Last week, I mentioned this quote in two radically different forums. While I know it is a powerful quote, and is quite simple in its power, I was a surprised how fully it resonated with both audiences. Of all the research and models and theories and ....everything that I prepared and brought to the table, it was this playground (e.g., simple) quote that had the most significant impact and was immediately acted upon.
I had three people follow-up with me to share that they changed their approach to difficult situations they were facing - to positive results - based on applying this quote. One colleague ('Bob') is in the midst of handling a difficult situation with someone ('Joe'). Bob is smart as a whip, super successful, and really wants to help Joe solve a tough problem. Joe hired Bob to do so. Unfortunately, all of the know how, models, tools, techniques that Bob has developed over the past twenty+ years were not helping him successfully navigate through Joe being a bully. Bob said that he and his team were nearing the end of their ropes on what to do next and that walking away from Joe was likely the next step.
Bob and I agreed that being bullied by Joe and tolerating his bad behavior wasn't working or productive for anyone. I mentioned the 'care' quote to Bob. "Does Joe really know how much you care about his success?," I asked Bob. I had a feeling that Joe didn't. If Joe really knew how much Bob wanted to help him - and that Bob could help him if Joe would act in a more productive manner, I was certain that Joe would come around. Bob reflected a bit. Fast forward a few hours to when I received this email from Bob:
"In case you were interested, the call went well with the Joe this afternoon. It was tough, because we had to shine a light on the elephant in the room that was being completely ignored (note from Sandy: elephant = Joe's bad behavior). Since Joe was seemingly unaware of the elephant, he was surprised. But, I think it also made him realize that this needs to be more of a partnership, rather than a bully relationship. I think we are in a better place, and I personally feel a whole lot better now that we have been real."
Ah, authenticity. Sometimes, putting your cards out on the table and being honest is the best way to show you care. In a way that your audience can understand, continue to show that you care before you show what you know. To be clear, Bob has cared from the beginning. Somehow, Joe wasn't seeing that caring. By being real, Bob was also letting Joe know that his bully behavior could and would no longer be acceptable to Bob and his team. Bob was letting Joe know that Bob cared too much about his team to let them be treated so poorly. (Nice job, Bob!)
Action
The Maxwell quote above sums up emotional intelligence and its importance in simple, playground terms. I link you back to an oldie but goodie on the importance of listening and how to actively listen. Remember: You have two eyes, two ears, and just one mouth. Use accordingly. When you (re-) read this post on how to be an active listener, what is most important is that you apply these techniques in ways that are authentic to you. There is nothing worse than someone trying to act like they are listening and caring when they really aren't.
Summary
Organizational change management is part art, part science, and executed one person at a time. And what matters most? Care. And show you care.
