The soapy, wet rags danced across my front windshield as I drove into the carwash. Instantly, my 90-pound German Sheppard leapt from the back to the front seat. His big brown eyes screamed at me, “Dad, what’s that?”
“It’s okay Comet.” I stroked his head as the car darkened.
Within seconds, those gigantic brushes attacked the car from all sides. Comet scrambled onto my lap, shaking. His eyes, glued to mine, cried “I’m not okay!”
I held him tightly, stroked his head, and sang our song, “That’s our good boy Comet; Comet is a good boy…” He stopped shaking.
Minutes later, we exited Comet’s “dark night of the soul.” (OK, I know I’m getting a bit melodramatic.) Anyway, you know the moral of the story: Comet was able to handle change because I gave him stability. And the same is true for you and your team (at work and home).
When you, your team, or loved ones experience any change, lead change by managing stability. Instead of asking, “How can I get them to change?” we should ask, “What can I give them to hold as I ask them to change?” If you don’t give them something to hold, they’ll grab on to negative thoughts, attitudes, or beliefs. Have you ever heard (or muttered to yourself) any of these? I know I have…
This will never work.
We tried this before.
This too shall pass.
Why me?
Three Ways to Lead Change by Managing Stability
Here are three ways to provide a bit more security when you feel overwhelmed by change:
A. Create norms
When groups have strong norm (i.e., a sense of identity and common rules that shape their behaviors) they can more easily withstand the winds of change. Comet’s song and the way I would pat him on the head were both norms. They gave him a sense of comfort. After 9/11, did you notice a surge in U.S. patriotism? Those flags were flying and bumper stickers were selling (These colors don’t run!). Reclaiming our sense of unity gave Americans a sense of stability. The same is true for organizations, teams, and families. The stronger the norms, the deeper the roots, the greater the capacity to manage change.
B. Communicate.
It is important to let people know why the change is taking place and why there is a sense of urgency. Equally important, remember that broadcasting is not communication. What people really want is two-way communication. Leaders like you must create avenues for others to air their concerns, so they feel heard. People don’t care how much you know until they know how much you care… about what they care about.
C. Develop multiple sources of feedback.
After a change has been introduced, leaders must find ways to see how the troops are doing. This entails creating a number of channels to obtain feedback from the front lines. Leaders listen to people around them, conduct informal surveys of people doing the work, and find other ways to monitor the progress of the change. Leaders stay in touch because they know feedback keeps them on track.
There are a number of other ways to lead change by managing stability. These include having a compelling vision, celebrating small steps as people begin managing the change, encouraging people to access their free will and choose a positive response to change, involving others early in the change process, and using stories, metaphors, and symbols to reinforce the change.
When Comet died a few years ago, I needed a little stability in order to manage the pain of change. So I began carrying his picture with me, dedicated a shelf at home with a few of his favorite things, and journaled about my adventures with our good boy. Today, I smile whenever I think of all the lessons he taught this old dog. (That would be me :-)
How do you lead change by managing stability?
Keep stretching when you feel pulled,
Dave
