Change Your Perspective to Create Change
Change means you can no longer remain the same. You need to change your perspective of what matters, take a new view, be willing to be vulnerable, and apply some discipline to keep at it. Sounds hard, right? It is difficult to change your perspective to create change that lasts.
But if you are convinced that corporate change is in your best interest, it is worth the effort.
The Conversation of Change
First, as a leader, you have to be able to coherently talk about organizational change…
Regardless of how well you prepare, this kind of change conversation is likely to cause all kinds of angst for those affected by the proposed changes. Many people are totally stymied at the thought of looking over the fence at uncharted territory. But you need to gently push employees out of their comfort zone so they are open to the possibilities of a new way of doing things. You need to change your perspective to create change.
Expand the Change Discussion
Unless you can broaden the discussion around change to more comfortably talk about the unknown, the unimaginable, and the untried, you will be stuck where you are…in the comfort zone of the status quo. This is no place to be if you seriously want to innovate and keep ahead of the competition.
Think of the great innovators of our current age…Steve Jobs, Richard Branson, Bill Gates. They were bold and unafraid to experiment with new methods, new ideas and new products. They were ready to back off the “center” of what is known and work on the “edge” of the unknown.
This is where the change opportunities often lie…on the edge. They were ready to move away from the predictable and safe to the risky territory where new ideas can emerge.
An Environment That Welcomes Change Conversations
The Bottom Line
Change is inevitable and uncomfortable. Unless there are currently high levels of discomfort, you are probably not challenging yourself, your team or your company enough. Start working with your teams to have those change conversations that open doors to new ideas and new approaches.
Spend some time “on the edge” so you develop an attitude that is unafraid of change in and of itself.
To learn more about how to change your perspective to create change, download The 5 New Lenses of Change Leadership
4 Keys to Keeping Talent Up to Date
Why Employees Change Their Mind
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Frank J. Kuypers
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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
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LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”
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In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.
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We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.
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