First Line Manager
My college fraternity president and I were reviewing the actions of our national convention particularly the slogan, “The Courage to Lead.” He relevant to me the way the General Fraternity had passed an extremely restrictive policy about the chapters. The leaders in the General fraternity expected him another to the chapter, take charge and hang up the policy into effect. The slogan were to encourage this effort. All of chapter presidents were charged to complete the same.
I said, “Alex, courage would be the last step up the change process. I related how courage works.
During the First World War the soldiers were very courageous. They charged the device guns and were mowed down. In 1916, Major Walter Wilson and Sir William Tritton developed the tank. The men followed the tanks. Then, the men experienced a chance of survival.
Courage will be the last help a change process not the 1st. The general fraternity has it backwards. If they will not want their presidents to obtain mowed down through the members you will discover steps they will have taken. When almost half with the chapters voted resistant to the proposal, I doubt they considered these steps. Instead they transferred the cultural plunge to you; it is a personal problem. So what could they’ve done to make the alteration more effective?
The first concept is caring. I bet almost all of you would not want or choose to lead this transformation. But caring alone won’t get you to act. Millions of people worry about issues rather than get from their recliner. The commanders cared that their soldiers were being killed; but, which is how they’ve always fought wars, charge with fixed bayonets. You must choose to proceed with the modification process
The second concept is Commitment. This will be the first action help the change process. It proceeds from caring. Commitment starts a task of discovery without which all change is headed to failure. It sounds this way, “Damn it, I am going to complete something about this!” This was the start on the tank development, the slaughter were required to stop. Just because someone gives you an alteration plan, no mean that change could happen. You have to care and turn into committed to your plan.
The third concept is capacity. It is so important. You have to begin a detailed study of how to implement the alteration plan. This change plan involves many individuals. It requires much thinking and look at. The change needs to be doable; humans need to be able to perform it. Seeable, you will need to sustain the modification long enough for folks to see which it works. Feelable, only if the advance becomes feelable and folks like the results will be the change sustainable. Sustainability, means you’re out with the change process and the alteration lives within the changed people.
In his book, “Public Relations”, Edward Bernays made this comment about advertising. It works with change.
“A good public realtions man ought to have a knowledge with the art of persuasion. In persuading the population, she must know how to use facts, their own reason, his persuasive powers, and interests tradition and emotion… A man that can think creatively and imaginatively, you will never know what is going on from the world and from the profession, that has character and integrity with an active need to help people.”
To implement fundamental change you will need to use the tools of your respective profession. Bernays stated that you have to be a thinker that could communicate your thinking to others. So, you have to development that capacity through research and look. Then, simply then, have you got a chance for successful change.
The least effective change is change that’s demanded. Change without worrying about why explained plus the need expressed causes failure. Because most times this interest on change isn’t going to take individuals motivations directly into account. At the heart of effective change may be the art of persuasion
Capacity gathering is the place courage is created. When, you could have convinced yourself that the modification is necessary, that you’ve got the knowledge it’ll work, and that you are willing to challenge tradition plus the status quo; then, courage becomes innate. You will have the courage for making change happen.
So, courage is just not actually a notion to itself, it would be the result of the creating the ability for change.
The soldiers inside the trenches were educated to follow their leaders and once the leader said charge, they moved forward. As for leaders in another field, the troops are not taught to blindly follow their commands. The leader must have the ability to lead them. Capacity produces a leader’s courage along with the followers trust from the leader.
I similar to this definition of courage, “Courage comes from a strong heart.” This innate courage creates trust in your followers. You become their leader.
I discussed a tenant of change management with my employees. The tenant was “change will not be an option; it’s mandatory.” Was it? Was it necessary? Since we worked inside an incredibly bureaucratic organization; change found us, it turned out our mission for handle it. I, every so often, challenged change that would not fit the standards for effective change. I challenged change that has a questioning attitude. It was my duty to go into detail and determine the way you could best accomplish change. It required my by using caring, commitment, capacity and courage to make the progres work for my department. I needed these questions answered to enhance my capacity for the alteration.
One attitude which is absolutely necessary for effective change is really a leader’s attitude toward the regular way of doing things as well as the status quo. The mantra have to be, “Just because we’ve got done it that way isn’t going to mean it wouldn’t be changed.” If a leader instills this within his followers changed is encouraged.
I believe the phrase, “A person convinced against their will is in the same opinion still.” This is why the modification mission hung across the chapter presidents is determined to fail. The general fraternity is forcing change against their members will. Did the leaders individuals fraternity go through the alteration process? Did they lead their members or subject them? Did they build our fraternity for successful change or failure?
This isn’t a different than what goes on in other organizations that do not follow the progres process. The change isn’t sustainable because people won’t adhere to it or follow their leaders.