Issue #7, May 21, 2009
In the previous issue we examined the need to think about change. Now, let’s talk about what it means to put those thoughts into action, leading for a change! The word CHANGE is a roadmap that will guide you as you lead change in your business, church, or community.
Communicate vision.
Leaders share the vision with others allowing them to see the need for change in a way that inspires action. They communicate clearly, convincingly, and continually. Servant leaders are honest about the cost of change and the results of failure to change but are also able to paint a compelling picture of what will happen when change is accomplished. They create a sense of need, urgency and hope that things can be better. This hope is the great motivator that inspires action.
Honor people.
Servant leaders guide the process of change to develop others and to reach the objectives of the group, not simply to feed their own ambitions for success. They honor others in the process of change by identifying key influencers that will help bring change and allow them to influence those who respond more slowly.
Anticipate resistance.
Don’t expect everyone to jump up and down when you announce change! Change is often accompanied by a fear of loss which may be loss of the familiar, a sense of identity, or loss of traditions and history. Look for it in advance, identify those who will be most likely to resist the change, and find ways to work with them.
Navigate the process.
Leading change requires leaders who know where they are going and what steps will be required to get there. They communicate this process, get involved in it, and keep people focused on the goal as they move through the changes. Servant leaders not only develop a plan of action, but model the change and build momentum by beginning with small steps that show how things can improve and celebrating all victories.
Give time.
True change always takes time and usually longer than the leader expects! Servant leaders recognize that it takes longer to lead through a change process than to begin something new and they love people enough to patiently walk through the process. One experienced executive was often heard advising staff, “Make haste slowly.”
Evaluate effectiveness.
Good leaders are not afraid to ask tough questions to evaluate their effectiveness. Not only do servant leaders objectively measure success, but they are willing to ask if they have honored people in the change process.
Leaders are not needed to maintain the status quo; managers can handle that function. But when change is needed, servant leaders step up to the challenge, issue a call for change, and guide others through the process. God will use you to bring change, serve others by doing it well!
Until next time, yours on the journey,
Jon Byler
For further reflection and discussion:
- What significant change is needed in my organization?
- What is my motive for change? Is it serving my own agenda or the needs of others?
- Who are the opinion leaders who will need to change before others follow? How will I honor people as I guide this process of change?
- How much time do I anticipate that the change will require?
- What do I need to do to navigate the process for others?