In theory, navigating change using a proven approach or methodology has benefits. A large number of these approaches to managing change take a linear, systematic path. For many of us, however, there is no clear-cut road map, as change is now occurring at an unprecedented pace: constant! Who has time to plan a structured, thoughtful approach to change when it's never-ending?
An alternative approach to a top-down or highly-structured change initiative is to develop your own ability as a change agent and enlist the people who are impacted to do the same.
A change agent is someone who knows, understands, and influences the dynamics that drive change. Leading as a change agent enables you to respond more effectively to change, both internally and externally.
Here are three essentials to consider as you explore ways to "walk the talk" on being a change agent.
Self-awareness is one's ability to be introspective and reflect on mindset, thoughts and behaviors. The most effective organizational leaders that I have worked with practice, develop, and display self-awareness. It is what enables them to learn, remain humble and open, pivot when necessary, and realize the role they are playing in every situation.
While it can be challenging, self-awareness grants leaders access to new information about that which is within their internal control (themselves!).
What is my mindset around this constant change?
How are my words and actions influencing the responses of those I am leading?
-Anthony K Tjan, co-author of Heart, Smarts, Guts, and Luck.
As a leader, you're not the only person being bombarded by the onslaught of change. Everyone around you is in the same position, dealing with the same sense of threat and uncertainty that comes with the unfamiliar. One of the most powerful qualities in our human capacity to support others is empathy; our ability to identify, understand, and honor the feelings and experiences of others. Engaging your team members with empathy will help you to deepen connections, increase important dialogue, relieve stress and fear, and build positive partnerships.
Practice empathy by taking the time to ask questions, listen to responses and thoughtfully consider what those on your team are experiencing, as described in this HBR article.
How might this communication land on someone else?
What is the mood or sentiment around the changes being faced?
What would I need or want if I were in their shoes?
As a leader, there are a lot of eyes on you. Change Agents are aware of this and are mindful of their impact. While the perpetual change is not a product of your initiatives and actions alone, displaying a sense of ownership about it will help you and those you lead to best respond and learn to thrive amidst the abiding change.
Choosing to stand from a place where you own the change implies equity, or having skin in the game, as well as power and choice. Rather than being 'at the effect of', or ruled by the change, you give yourself power simply by taking on a mindset of ownership and aligning your actions and words with that mindset.
To what extent am I demonstrating ownership of the changes we are trying to make?
Are my actions and words in alignment with the actions and behaviors I want my team members to cultivate?
How can I further hold myself accountable to walk my talk?
Change is inevitable and for the foreseeable future will continue to be a part of our everyday lives. In order to lead and thrive in today's world, we must embrace change by being the change. Comment below with your thoughts on embracing change and being a change agent.