Insight #355:
There’s a funny thing about autocratic leaders. When they want something to change or something new to happen, they say so. And expect their word to be done.
Come to think of it, that’s how ordinary leaders, normal managers, and even bossy bosses act. As if expressing a wish will make it so. Maybe the air is thinner higher up the hierarchy, thin enough to make us light-headed.
When we want change to happen, we jump from idea to acceptance. We leave out what it takes to move the idea along until others buy in. And then, when nothing changes, we act surprised and annoyed.
We ignore the fact that change happens according to a four-stage process. (Hey, don’t complain! At least it is not eight stages.) Well, at work it takes four steps. Mother Nature can force change on us in one brutal step. (And so can your spouse.)
But at work it still takes some convincing and nudging, threats and imploring, carrots and sticks.
So, how do you move people along from your idea to broad support? From your intention to general buy-in? Allow for these four stages:
- Idea expressed.
- Idea partly accepted through repeated expression, but still with reservations.
- Idea considered more seriously.
- Idea buy-in.
What if you want to make change happen in fewer stages? Try this instead:
- Idea expressed.
- Patiently repeated, over and over. And then again and again.
- Idea buy-in.
Yes, I know. Patience is not something taught in leadership schools and MBA classes. But it is the key that separates the change-makers from the change-wishers.
Welcome to my side of the nonsense divide.
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Quote of the Moment: “I could have been different, but I didn’t want to change.” The Chief Nonsense Officer.
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