A Constant Challenge: Whether to Initiate Change or Not
Whether in order to initiate change or not is really a constant leadership challenge just about all leaders face on a regular basis.
Personally, I love continual improvement. I am someone who really enjoys change. If stuff stay the same too long I get bored and begin looking for a brand new challenge. I even stir things for fun sometimes – just to keep life interesting around me. (This is not really always a positive characteristic. Inquire my wife. )
Personality aside, however , the truth is not everything needs to be tweaked. Some things are probably working okay, achieving great success, and they are best left alone for the time being. Change for the sake of change sake is not consistently good. When Momma said “ if it ain’t broke do not fix it” and the other cliché regarding “ the grass is always greener” , the girl was speaking from several life experience.
There is a fine range between making things better and messing things up. One of the great issues for the leader is properly considering the balance intention between instigating change for the good of the organization and allowing things to continue without interference.
Determining when to make change so when to leave things the same is one of the the majority of delicate decisions of leadership, but I know one thing for certain:
“ It’s working ” should also never be the main reason to avoid change, either.
It could be grounds. But it should not be the fallback reason or used being an excuse not to change.
Here are some indicators whether to initiate change or not:
- When energy is starting to wane with the status quo
- If potentially damaging variables are beginning to impact the organization
- When alter can result in greater efficiency or realization of the organization’ t mission
- If it is clear a change will be needed soon to remain competitive or relevant
- If you have pent up energy for something new (people are waiting for management to what’ s next)
Organizations and teams require change. (Churches are included here. )
Change keeps momentum going. At times change is needed simply to build a culture of change. And you often discover something wonderful you would have never discovered without change.
Plus – and this is a big one particular for me – I am constantly reminded leaders want to be in environments of change. I want to be surrounded by leaders – people that think big, have vibrant visions, and want to move details forward. Leaders are most comfortable when they can explore, consider risks, and keep things stirring. There’s a reason marketers are changing things – it isn’t really just leaders who want alter – people tend to like change too, even when they don’ t think they are doing. (Apple has made a fortune understanding this. )
Sometimes a little change, even a little drama, can motivate a team straight into action. Need some energy? That can be an indicator regardless of whether to initiate change delete word.
There is an example which illustrates a change principle of organizational dynamics. You have seen it happen many times. Your ball team is definitely behind in the game. The referee makes what you and the associated with your team’s fans think is a bad call. It energizes the crowd and the team and helps encourage your team on to triumph.
If things are becoming dull or even routine in your organization, as the leader you may need to stir upward some change, even if it seems disruptive at the time. There are times to change just for the sake of creating more energy.
This doesn’t mean you change your general vision and your attempt ought to be to make a positive change, but if things are stagnating some change may be needed. It would almost be better to have a change that didn’t work in order to allow things continue at a standstill.
So while change isn’t always necessary, “ it’s working ” shouldn’t keep us through considering regardless of whether to initiate change delete word either.
Which makes the decision of whenever to change that much more difficult, doesn’t it? We almost need a default zone for when to make change and when to leave factors alone.
One rule of thumb for me:
If generally there hasn’t been any change recently – chances are great it’s time.
What change are you attempting next?
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