Griffin-Hammis Associates, Inc.
The Employment 1st Leadership Mentoring Initiative
Affirmations for Change Agents
Cary Griffin, CEO
Change Agents face whirlwind of internal and external criticisms, roadblocks, and political challenges arising from their perceived assault on tradition and organizational culture. The following thoughts might help get you through some rough spots as you move forward.
1. When you start to make change, expect resistance. Resistance is a normal response rooted in our basic need to maintain control. Remember that people don’t resist change, they resist being changed.
2. Give more information than you think necessary; over-explain. Change creates uncertainty and disequilibrium. If you do not proactively anticipate information and communication gaps, gossip and worst-case scenarios fill the gaps.
3. People often need to know how to change as much as they need to know why to change. Develop and share a methodology for moving forward.
4. During change, issues of equity surface. As roles shift, individual and departmental power ebbs and flows. Those affected react both overtly and covertly with powerful emotions; they “act out” and they “act in.”
5. Start making change by acting upon the activities you already manage; act with peers or those people you already supervise to set an example for invention and adaptation.
6. Define your legitimate sphere of influence. Consult colleagues and your supervisor to determine the boundaries of your authority. Work actively to define your power base; if you do not, someone else will define it for you.
7. Concentrate on and make visible (through team meetings, plans, and conversations) the big picture. Relate change efforts to larger organizational goals and beliefs.
8. Pick your battles well. Politics is a game of resources. Leverage your influence by paying attention to real internal and external threats. Make every action address 3 or 4 smaller issues.
9. Be a model for fellow Change Agents. Demonstrate how change makes the business environment better and how you personally thrive and survive. Provide shelter from the storm to those who support you.
10. Make change synonymous with improvement; make improvement synonymous with organizational culture. Show concretely how improvement creates better outcomes and improves worklife for everyone.