Effective change leadership in any organization must master three realms of personal awareness and expression — what we call Head (enabling people to think differently), Hands (organizing people to do work together), and Heart (engaging people toward a common purpose). This post focuses on “hands” — how to organize people to do work together during a change initiative.
The choices leaders make and the actions they take are powerful determinants in the success of every significant change. It’s not just about working differently, but also about guiding people to do different work.
The easiest people to move toward a desired change are the people who are already well aware of its value. This “coalition of the willing” can create a network that interacts with the larger organization at multiple points, modeling change and influencing others. In fact, peer-to-peer influence is more powerful than any policy pronouncement.
Always remember that critical mass doesn’t mean every single person. Not everyone will be at the same place as they move through a change — it’s a bell curve, not a straight line. Some will be well ahead, the majority will be in the middle and a few will be lagging. Once you see this, you can manage without judgment.
For more insights on effective change leadership, read the other two parts of this series: Head (enabling people to think differently) and Heart (engaging people toward a common purpose).