Leading Through Change

By Allyn Cutts, President
Cutts Group, llc

Today's businesses face new challenges for staying ahead of that speeding bullet known as change. In the past, change was evolutionary, occurring over time in a natural flow that allowed leaders time to reorient, prepare and adapt. Used to be, you could see change coming.

Now, fired by technology and global possibilities, change is revolutionary. Multimedia. Multi-channel. Multinational. Technology-rich. Acquisitions, alliances and affiliate marketing. Downsizing. Firing.

How can you, as a leader, respond with effective decisions on the new directions, or change, that is right for your group? What are the best ways to lead others through change that is perhaps unexpected and unwanted?

Define The Vision

Effective leaders share a gift for defining a vision. Your task is to give shape to the vision so that it can be clearly communicated to all individuals in the group in a way that fits the modalities and behavior style of each.

It's important to remember that any desired outcome, any change, must be congruent with core values. Decisions that encompass the values, ideas and suggestions of the group are even stronger and more powerful than decisions based on the viewpoint of a single person.

It can be easier to motivate others toward the goals if everyone involved holds stakes in the outcome. If it is possible, invite everyone in your group or organization to participate in developing, or expounding on, your shared vision for the desired future outcome. Forging a shared vision promotes bonding and a sense of collaboration between leaders and other members of the group.

Individuals and organizations that succeed have a clearly defined vision for the future. A well-formed vision molds purpose and propels movement toward measurable goals.

Set An Example To Overcome Resistance to Change

People resist change, no matter how positive, for a variety of reasons. They may be stuck in their comfort zones. "The mind seeks what it already knows." Change often requires learning new skills, habit or thought patterns. Some individuals lack the confidence to venture out into new directions.

For organizations as well as individuals, change begins from the inside out.

Be creative about taking advantage of unplanned change, even when it look likes a crisis. Detours can sometimes be a shortcut to a entirely new way of thinking or doing things. The first step in motivating others to change is motivating and disciplining yourself.

Set the example. Demonstrate the desired direction by taking it. One way to begin is by emulating others who became top performers by staying open to change. As you work on yourself, point to other examples as models for individuals within your group, matching the behavioral style of your example to that of the group member.

Always clearly identify and openly communicate the new direction, or change. Then work to convince others that it is the right path to follow. Start now by planting the seeds for new possibilities in yourself.

Remember You Are Leading Individuals, Not A Homogenous Group.

Learn the importance of assembling strong subordinates and knowing the talents, skills and weakness of each in order to match the right task to the right person.

The ability to identify, recruit, and motivate the best people, including people who styles differ from yours, is essential for maintaining influence and cooperation.

The greatest skill needed by a leader is the ability to communicate with people based on their communication style. Leaders must identity the diverse behavioral styles of each individual within the group and adapt, or complement, that style.

Build Leadership Skills In Others

To lead effectively through crisis or change, you must motivate people who may not change on their own. One way to do that is to communicate clearly that everyone in the group feels they have a stake in a shared enterprise or outcome.

The motivation for change does not always come from the top. Evaluate the individuals within your group who may already be "invisible" leaders; self-directed individuals who are people-oriented and good communicators. Begin to encourage and nurture their leadership skills.

Challenge individuals to stretch their thinking, and capabilities, by setting goals that are outside their comfort zone, but easily attainable. Then set fresh goals pushing the boundaries of comfort even more.

This helps break old, traditional patterns of behavior. Easily attainable goals develop and nurture confidence; difficult goals force innovative thinking and reinvention.

See yourself as a leadership coach. The best coaches show individual team members what good performance looks like, especially during critical moments in the "game" and times of stress.

As a leader, it's part of your job to provide a concrete example of the change you are attempting to elicit from the individual or group. As others follow your example, be generous, but specific, with productive feedback.

Be Over Alert and Always Preparing For Change

Set regular sessions for planning and choosing direction. Assess progress as you and the group move forward. Monitor results of all course corrections. Assess and learn from experience. Create "worst case" planning-always have a "worst case" backup plan.

Learn From The Failure - Then Move On

Individual or group failure is not a static end result, rather the experience represents learning, a first step towards success: towards heightened awareness and a new perspective.

Failure provides useful feedback. We accomplish what we can, then compare that to the expected results. This allows us to act again, closing the gap between where we are, as individuals and as a group, to where we want to be.

The good news is, with the right information, you can overcome these four roadblocks and reach your full potential as a successful female entrepreneur. Comprehensive competency evaluations, like the Managerial Assessment of Proficiency (MAP) and Performance PLUS can help you measure where you are and help you get to where you want to be.

If you’re looking for a turnkey, proven successful system, MAP and Performance PLUS can help. Both are comprehensive system that utilizes the most advanced, accurate and in-depth diagnostic, assessment and measurement procedures and tools available. For more information, contact the Cutts Group at (800) 482-7280 within US, or (610) 437-4106 or visit us on the web at http://www.cuttsgroup.com.

The Cutts Group partners with clients who are committed to continuous growth. We provide the organizational development, team building, employee selection, executive coaching, and sales training resources our clients demand for measurable results and return on investment. Satisfaction and investment are always guaranteed, always.