Change is one of the more challenging areas to lead people and organizations through successfully. In this article Kevin Eikenberry explains how the way leaders usually approach implementing change is not always successful, and why this is. Here is an effective approach for change leadership.

Four
Ways to Accelerate Change Successfully

If you read the
above title from a leadership perspective you may be thinking:

“I’m really
interested in that, but I don’t know if it is possible to accelerate change
– with as much change as is already occurring.” 

And, if you read
it as an employee, you may be thinking:

“We have plenty
of change already – accelerating it isn’t necessarily what I had in mind!”

Regardless of
your perspective, this article will help you think about change in new ways and
allow you to lead or accept positive change more readily; literally accelerating
change and accelerating your success.

The four change
accelerators are:

• Have an
  Elastic Mind
• Take Two Steps
  at Once
• Ecuadorians
  Want Ice More Than Eskimos
• Small Leads to
  Big

Let’s look at
each in more detail to help you speed your way to greater success.

Have an
Elastic Mind

People are
motivated by a clear “why” – the reason a change will make a difference to
them and their lives. This requires leaders to communicate a desirable vision of
the future. People need to see and focus on this desired big picture; however,
if you only “live” in that future, you make no progress. Progress is further
hampered when people love the picture of the future but don’t know how to get
there. Here is where our minds must become elastic.

We must think
about the future while thinking about the steps we must take today. Often
change, even change people really want, is slowed because there is no focus on
what can be done today. Think big picture future and “what will I do
today” at the same time. As you develop an elastic mind that can
think about both now and the future, you will accelerate your speed of change.

Take Two
Steps at Once

Too often leaders
focus attention on communicating the change (even when they don’t do it very
well) as the first step. While communication is critical, we accelerate change
when we don’t consider communication as the first step by itself. Rather,
greater success will occur when you communicate as you carry out actions that
lead to the change.

This is a
corollary to having an elastic mind. Communicate and carry out actions
concurrently, rather than in an ordered, step-by-step (and perhaps slower)
approach.

Ecuadorians
Want Ice More Than Eskimos

This seems
logical. The folks in Ecuador are warmer, and ice might be a bit harder to come
by. Eskimos, on the other hand, will likely find ice (or a suitable replacement)
right outside their door.

Who are your
Ecuadorians? Who is predisposed to your ideas for change? Who has, in the past,
been most adaptable to new change? Who are those who always seem to be the first
ones that jump on board with a change?

These are your
Ecuadorians, and it makes much more sense to do what you can to get them engaged
in your change efforts first.

Do Eskimos buy
ice? Most of them do, but they aren’t the most likely to be interested first.
The message is clear: don’t give up on those who typically are slower to adopt
a change, but don’t obsess when they don’t come on board right away.

Small
Leads to Big

Even if the
change you are leading or wanting to implement is huge, small steps are
required. Break the change down into smaller projects and change elements.

Of course you
need to keep the big picture in mind so all of the individual pieces will be
contributing to the ultimate goal, but by creating smaller pieces you can create
a positive momentum and give people a chance to see success and build
confidence.

The momentum and
confidence that emanates from the small pieces can accelerate progress and
engagement towards the overall change goal.

While there can
be magic in each of these four ideas, action and communication are key
components of each of them. If you want to accelerate your progress towards
change, consider these four tactics and always remember communication and
action.

By Kevin Eikenberry
Kevin Eikenberry is a leadership expert and the Chief Potential Officer of The Kevin Eikenberry Group, a learning consulting company that helps Clients reach their potential through a variety of training, consulting and speaking services. To receive your free special report on Unleashing Your Potential go to http://www.kevineikenberry.com/uypw/index.asp or call us at (317) 387-1424 or 888.LEARNER.

Every major corporation that I have worked for or with in my professional career has always had retreats or meetings or seminars that were designed to inspire and encourage their staff. I think that I have taken every personality test there is on the market. I think that if the top brass in the company and on down were trained in some great leadership coaching we may actually see a difference. A change is not going to occur because the entire staff tries to become enlightened by figuring out their personal work style. All the styles should be able to work together because the leadership designed the job that way.

The key to effective leadership is not what you might think. In fact it can be summed up in two words. However if you follow the advice given in this article you will see some impressive benefits and results emerging from your leadership.

Every leader I’ve ever talked with has been busy. Some are more stressed by their workload than others, but the reality of work today is that we all (leaders included) have plenty to do. Which should make the title of this article of great interest, I mean, who wouldn’t be interested in better results by doing less?

What are the better results that you’ll see?

continue reading "How Leaders Can Achieve More by Doing Less"