Colin was quite impulsive – so much so that on some days he would wear his Wednesday socks on a Thursday. It wasn’t only his socks that bore the brunt of his impulsiveness, Colin was the same at work too, especially when it came to leading change within his team.
Colin’s team were going through lots of change recently – changes in processes, people and procedures. It was never ending. One evening, over his bedtime Ovaltine, Colin had a great idea.
He legged it into work the next day, bought everyone a frothy coffee and told them about his ground-breaking idea for driving change. He nodded politely at those who expressed concerns, ignored those who were the even slightest bit reluctant and told a few others who had ideas of their own that he would “Look into it pronto”. Which of course he never would.
Colin pressed on with his plans (– and only his plans). Five weeks later he was found licking his wounds over a lion bar in the canteen. Not surprisingly, Colin’s plans had failed miserably. He hadn’t listened to his team. He hadn’t got their buy-in for the changes he had imposed; he simply hadn’t got them all on board.
If you’re planning a change, make sure you ask yourself the following questions:
Colin was now on his third lion bar. If Colin had taken a step back, listened to his team and actually taken their views and ideas on board, then maybe he wouldn’t have felt the need to overdose on chocolate, in a desperate attempt to feel better about his failings. As it was, Colin was left with a dreadfully disengaged team and a terrible toothache to boot – not exactly the best recipe for leading successful change.
If you or your managers need a hand with how they lead and communicate change then we can help. Get in touch now for more information about our ‘Leading your Team through Change’ training course.