Engine For Change

The key to succeeding with any implementation: change your behaviors.

Stop driving people and start driving change.

It really is that simple.

It’s amazing what happens when you start out conversations with words like, “I’d love to partner with you, and here’s what I think I can bring to the table.”

I love to watch the look in people’s eyes the first time they are approached by someone driving change.

Either they have this wave of joy wash over them because you aren’t like all the others with your hand out and your fist shaking in the air at them, or they cock their head to the side and wonder what’s your gimmick because no one is this kind and joyful.

Either way, the looks on their faces are priceless.

I caught a few looks tonight.  I presented an idea to a municipal parks council.  They loved the idea, but what I noticed too is that they seemed to love the approach to the idea, the notion of driving change.

Try out a new idea on a new group, and try it out by driving change.  Show them how committed you are to the idea and how exciting it would be if they would only partner with you to take that idea further.  See what happens.  No matter what look you get at first, you’ll be on your way to success.  I can almost guarantee it.

Great things are not done by impulse, but by a series of small things brought together.” – Vincent Van Gogh

Thanks to Ranger for sharing this quote with me.  I love how it encourages you to see the full measure of a change, pieces pulled together to form a greater whole.  It paints a lovely picture in my mind.  What do you see?

Don’t let Charlie Sheen steal the term “winning” from all of us.

Remember to claim your wins as you drive your change.

Claiming wins shows us our progress.

Claiming wins elevates our spirits.

Claiming wins propels us forward.

No matter how small, remember to claim a win this week.

It may be just the boost you or your team need to keep your change motoring ahead.

Why not try?

People won’t always tell you what they really think of your change even when you ask them, “Please tell me what you really think of my change.”

There are piles of reasons why someone could think/feel/believe it is right for them to not be honest with you.

You can’t change their thinking/feeling/believing by wishing they didn’t think, feel or believe that way.

All you can do is act on the information you get, be as upfront with your goal and your methods as possible (strong meeting minutes and frequent communication with stakeholders helps), and keep a smile on your face no matter what.

Driving change isn’t easy, but it’s worth it.

Keep smiling and keeping trying to drive change.

If you don’t, who will?

Rest when you’re weary. Refresh and renew yourself, your body, your mind, your spirit. Then get back to work.” – Ralph Marston

Have you ever noticed in your organization that the words and behaviors aren’t aligned?  Some people call this not “walking the talk.”

Chris Argyris, in his book Flawed Advice and the Management Trap, provides a rapid timeline of how this misalignment is often hidden within an organization.  He says,

1. Managers state an inconsistent message as if it is consistent.

2. The managers’ Model I behavior makes the contradiction “undiscussible.”

3. As a result, the “undiscussibility” also becomes undiscussible.

4. The problem perpetuates itself, because no one can discuss it.

Last Friday, I was honored to be recognized by my employer, Puget Sound Naval Shipyard and Intermediate Maintenance Facility (PSNS & IMF) as one of the twenty or so Employee of the Year award winners.  My award came in the category of Professional Command Support.  Here’s the citation that was read at the ceremony,

April is recognized for her exceptional efforts facilitating the Command’s highly-successful 2009-2010 Guiding Coalition.  Her zest of promoting the Guiding Coalition concept has resulted in a transformation in the way we think about change as well as educating other activities on the benefits of driving change versus driving people to change.  By focusing on the results, celebrating all wins and creating an atmosphere of hopefulness, April has shifted the way PSNS & IMF thinks about transformation.”

A good friend wrote the citation. I love the fact she chose the words “zest” and “hopefulness.”  I’m proud to be known by those words.

Thanks to all my friends, family and Engine-for-Change readers who have offered me congratulations over the past few days.  I treasure the opportunities I have to work with, learn with, and drive change with you.  We are making a real difference, and it seems people are noticing.

Thanks again for all you do, as you are proving that driving change works.

All my best – April

The boss drives his people: the leader coaches them. The boss inspires fear, the leader inspires enthusiasm. The boss says I, the leader we. The boss says ‘go’ the leader says ‘lets go’.” – Harry Gordon Selfridge

Driving change is filled with lots of ups and downs.

The high that comes after a big win.

The pit you sink into as one after another obstacle is tossed in your way from the heights of the organization.

It’s not how you feel at this moment, high or low, that matters.

What matters is whether or not you let how you feel right now impact your commitment to your change.

If you tell yourself that there will be pits to slog through along the journey, then you’ll make it through the pits faster, and happier.

If you tell yourself the whole ride will be smooth sailing, you are in for a lot of disappointment along the way.

Let’s admit to the ups and downs, then let’s start driving change.

Now, more than ever it seems, the world needs us to drive our changes.

Let’s get going!