Change without Leadership: How Fearful Leaders Create Failure

Scot Adams hits the nail on the head

Scot Adams hits the nail on the head – again! (Ouch…)

Models, frameworks, restructuring — oh my! Too often, this is leadership a la Wizard of Oz — all bells and whistles and sacrifice by everyone but the leader hiding behind the curtain, all to mask the fact that not enough assessment has been done to facilitate change without creating panic and despair.

Good leaders take three steps before they roll-out a model for developing a process to create a framework:

1. They identify the problem they want to solve, clearly and simply.

2. They assess their company processes and employees to find out how that problem shows up, either explicitly or implicitly.

3. They create a clear vision for change built on that foundation of knowledge.

Then, they adopt or create a model, and roll it out in the community, offering support for the experimentation (not guesswork!) that’s required to make sustainable change.

It all boils down to the four leadership principles I’ve explored before:

LISTEN

ENGAGE FULLY

ASK QUESTIONS

DON’T PANIC

That is, embrace the process of leadership, reacting to change by PAYING ATTENTION to what is really going on, before slapping on a training bandaid!

It seems so simple, doesn’t it. Ha! Easier said than done, as CEOs, Department Chairs and trainers will tell you. Because in the end, although actions always speak louder than words, the proof of a strong leadership action is in a solid foundation of preparation.

3 comments

  1. […] can find a way to weave in a better story instead of applying shock therapy to a other leadersʻ fearful refusal to speak about what must be spoken. Tags: Bring your soul to work, cashing reality checks, lead, […]

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  2. […] Doss argues that trust, diversity and risk are products of leadership not systems. They are values and relationships that make organizational stakeholders reach for innovation. Rather than clinging to systems analysis and trying to transform the cogs of a set machine, Doss believes leadership with these values builds innovation that, through good leadership, builds systems that work for healthy change. […]

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  3. […] especially those of us devoted to larger values, bigger visions, needs to offer these strategies. Change is hard, deep change harder.  Change triggers meltdowns and breakthroughs, each with its own emotional challenges. A good leader […]

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