Successful change leaders bring in experts who will learn about your organisation and work smartly to create change, rather than pursue out of the box “sheep-dip” approaches.
They’ll help you demonstrate the real change you’ve created. Such consultants take time to learn both about you & from you. They draw on a broad range of knowledge, research & diagnostics to help find solutions that suits your organisation. In my experience, the only times I’ve seen consultants work well with change programmes is where they took time to understand the needs of the majority so they could create smart approaches. Everyone is expected to respond in the same way and behave as the paper plan says they will… Too many times I’ve seen organisations approach change with a “sheep dip” approach using consultants. The experts wanted to find out what would work for that particular group or with individuals. Their focus was not just about delivering a standard framework of training. The video shows how a range of experts were brought in to support the programme and also to learn about how they can best help improve the skills of the kids. Successful change leaders invest in the meaningful development of others to help them start to live the change as soon as possible. We lived and breathed the change, repetitively even, whilst we transitioned. Many of the successful change programmes I’ve been involved in showed similar traits. The modelling of new behaviours and attitudes needs to happen beyond the classroom or the “away day”. More than that, what I find fascinating and compelling in the video is how the kids are asked to use both hands for all tasks whilst on the programme. The change being brought about is to learn magic tricks, to use both hands and then to perform. Their investment in learning & development is 60 hours over 10 days.Ĭan you name a change programme that invested or asked for such focus on developing ability & readiness? The context is possibly quite different, but often the investment in the development of people in change programmes is rushed and focussed towards process rather than skills.
STORIES ABOUT CHANGE HOW TO
The kids learn how to perform magic using both hands. Successful change leaders share a vision of the future that frees the assumptions of others to also see what could be. Any previous view of what isn’t possible (we’re broken) is parked if not dispelled (that’s just the hemiplegia) allowing those with doubts to see beyond to what could be. What a great way to start a story about actually changing & developing the abilities of children with hemiplegia. They always say that… I don’t have a broken hand do I. Right at the start of the video, young Tristan illustrates this perfectly saying… “ They always say like why do you have a broken hand. Often what holds us back though are the old stories that we tell ourselves, that limit our assumptions of what could be. Much of creating change is about allowing ourselves to imagine a different future. Right now though, I want to distil some key messages coming across in the video that I believe relate very strongly to change leadership. Our youngest son has hemiplegia and there’s clearly an emotional connection for me with the amazing work being done by and the inventive rehabilitation approaches brought by Breath Magic. I hope it makes you think about what is possible when you want to create change. To start though, I want to share this story with you.
STORIES ABOUT CHANGE PROFESSIONAL
It’s a major part of my professional practice and I’ll be writing more pieces on leading change in the coming weeks. There’s a lot that can be written about leading change and aspects such as change resistance.
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