Leading Change. Leaders Go First

“If you want to make enemies, try to change something.” –Woodrow Wilson 

Change is personal. Regardless of how big the change, individuals respond to change based on unique experiences. Simply recall the wreckage of any new year’s resolution and it’s clear that change is personal. It happens one person at a time. And if you’re the leader of change, the first person you need to influence during change is often neglected: you. 

Nothing creates more confusion and failed change than a leader who exhibits non-compliance—whether it’s blatant or subtle. Leaders must be intentional with their words and actions to effect change. To lead effective change, ask yourself:

• How will I go first?

• What new ways do I have to “be” or “show up” to lead this change?

• What sacrifices will I make before asking for sacrifices from others?

• How will I remain curious and empathetic about reactions or rejection of change?

• What will I stop tolerating?

• What will I stop doing?

• What will I start doing?

• What new attitudes will I demonstrate?

• How will I communicate expectations?

Yes, change creates turbulence. Mitigating that turbulence begins with leaders modeling the desired change—in both words and deeds. You want your team on board with change? Then, as Gandhi advised, be the change you wish to see.

Notes:

Center for Executive Coaching: Tips on leaders going first

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