Provocare Coaching

“Whether you think you can or think you can’t, you’re probably right. —Henry Ford”

Running a successful and growing organisation or project is not a matter of luck or chance.  It comes from deliberate thinking and proactive action.

It doesn’t matter who you are in the organisation or where you sit in the pecking order; if you believe it is time for a change with the right attitude and outlook, you can choose to make that happen and make an impactful difference.

The perspective and beliefs that come with have more impact than we realise, and it takes a conscious effort to be aware of this.   In this article, I will be sharing how our mindset impacts us and those around us and how we can use that to approach change confidently.

Don’t fall for the lie that change takes time.

Says who? How many times has your life changed in an instant? Someone you loved is no longer with us; you were involved in an accident, you discovered a health condition, you won a prize, you learned a new skill or knowledge, you meet someone new. These are not small changes. They have all happened instantly and have made a massive difference in the course of our lives.

Therefore, what is to say that organisational change can not happen instantly?  It will not be easy, but it doesn’t have to take years either! It can happen as soon as you decide.

Change doesn’t always have to take a long time, and often when it does, it is because of choices we made, self-limitations, procrastination, risk aversion, over-analysis, etc.  Change and growth take practice and determination, and a sense of urgency.

When we feel like it is too hard, not worth the effort, or not going to be worth it in the end anyway, those are not external obstacles; they are internal ones. We can choose not to allow those thoughts and feelings to control our lives and decisions.

A small change can have a significant impact.

The ripple effect of making minor changes is often underestimated. It starts with a difference in our mindset and how we view the change process and the outcome. It extends to those around us, our team, colleagues, friends or family. We can influence them positively or negatively depending on how we approach change.

Another benefit of not making things more significant than they need to be is that not only will it not take so long actually to implement; it won’t cost as much money either!  If we believe the change needs to be big and over-complicated so no one can argue, it is unnecessary and will likely not get done.

Small changes can be:

• incremental
• simple
• achievable
• measurable
• visible
• Impactful

It’s not about the destination; it’s about the journey

When we’re caught up in the outcome, we can often lose sight of what is happening along the way. We may not control everything, but we can control how we react and respond to what is happening. This is important, especially during times of change when there will be things not going as you planned and times of unimaginable joy and satisfaction.

When we take an approach of not focusing on the end result, not only does it allow us not to be disappointed or frustrated (with ourselves or others) if it doesn’t go as we thought it would, but also not get caught up in the emotion of the moment. We can stay true to our values and beliefs, even when things are not ideal. We also leave the door open for possibilities we hadn’t even considered to be discovered as we go.

Approaching change with a growth mindset

A growth mindset is not something we are born with; it is not a talent. It is a muscle that we can build and strengthen over time with practice and effort. It starts with the belief that we can improve and get better.

When it comes to approaching change, having a growth mindset will help us be more flexible and persistent. We are not as easily discouraged because setbacks are a part of the journey and not an endpoint. It is important to remember that a growth mindset should not be confused with a “fix-it” mindset.

Visualising the journey

When we are not sure what the end goal looks like, it can be helpful to visualise the journey. Taking the time to answer these questions helps us clarify our thoughts and gives us a sense of where we are headed and why.

Ask yourself

What would success look like?

What would you hear?

What would you feel inside?

What changes would have happened?

What will your relationship with stakeholders be like?

How will Your finances and resources look like?

How healthy would your organisation feel?

What difference and impact would it make for others?

Will your mission be advanced?

The more senses we can involve, the more real and tangible the goal becomes. This helps us stay focused and motivated and constantly check in with ourselves to see if we are still on track.

Take responsibility

If you take any problem from a place of defeat, deficit or give the power away to anyone else or circumstances, then your chance of success is slim. However, you have a choice to respond proactively.

When it comes to change, taking responsibility for our part allows us not to blame anyone else and puts us in the driver’s seat. We can then take control of our thoughts, feelings and actions. It also allows us to be more open to feedback and learn and grow.

Know who you are  and what you stand for

It’s not just about knowing our values and beliefs but also not being afraid to show them. For example, we were not sure whether or not we should share something with a colleague because it may not look good. If we believe in honesty and communication as part of our core values, we will not hesitate to share them. It’s not about perfection; it’s about being authentic to who we are.

When it comes to change, knowing who we are and what we stand for not only allows us to stay grounded but it also gives us the courage to speak up and stand up for what we believe in, even when it’s not comfortable or convenient.  Just remember to be realistic about the analysis and not allow nostalgia or fantasy to cloud your perspective of the reality of what your agency is and isn’t in the present moment.

Sort your leadership team  

Before approaching change, it’s essential to know the strengths and weaknesses of your agency and your leadership team. It can be helpful to understand how everyone on the team prefers to communicate before jumping in with both feet and what skills they bring to the table and what’s missing.

When approaching change, knowing how your leadership team prefers to communicate helps you manage expectations on both sides and allows you not to be entangled in unnecessary drama and emotions. The need for change must be accepted and recognised by the leadership.

Did you know research shows that more than 50 per cent of all change initiatives fail not because of the lack of technical know-how or resources but because of the human dynamics in the organisation?

Positive perspective 

When it comes to change, having a positive perspective allows us to be hopeful and optimistic and helps us focus on the potential upside of any situation.

It can be easy to get bogged down by the negative aspects of change, but if we can shift our perspective and focus on the good that can come out of it, then our attitude will be more positive, but we can also create a vision of how good it could be.  It is not that the old way isn’t working; it’s just that there are even better ways of doing things and moving forward.

Watch for conflict…. oh the Drama!

Be careful of cynism, paranoia and ego and call it when you see it.  Decision making and governance should be made on facts and the best interest of the collective organisation, not individuals.

Change can often bring out the worst in people, and not only can it be disruptive, but it can also lead to a lot of chaos and confusion. This is especially true when we are dealing with our egos. When our egos take over, we can quickly become defensive, closed off and even hostile. Self-awareness goes a long way in not only avoiding this but not getting caught up in it.

When approaching change, it’s important not to let our emotions or ego get caught up in the process. It’s not about who is right or wrong but what is best for the organisation as a whole, and not to forget that just because someone doesn’t like change, it doesn’t mean that it’s unnecessary.

Change can be difficult for everyone involved, and it’s important to remember that not everyone will be on board with it from the start. It’s also important to be realistic that not everyone is going to agree with the changes being made.

Know the end game 

When you’re not sure of the end game, it creates confusion and makes executing change difficult. Without knowing where we are going or how we want to get there, not only will the process be challenging, but it may not lead to sustainable change.

Rather than jumping in blindly, it can be helpful to set out clear goals and objectives not only for the change itself but also for the aftermath. This allows everyone to be on the same page, but it also helps keep everyone accountable.

But as said earlier, be willing to change the end game if the journey leads to an unexpected discovery.

Securing resources 

One of the most critical aspects of change is securing the necessary resources for the change and its successful implementation.

This includes financial resources and human resources, technical resources, and any other necessary resources that may be required.

It’s not enough to announce a change, and you have to make sure that the right people know about it and that they have what they need to implement it and maintain and sustain it.

Communicate and involve those affected by the change

Change affects everyone in the organisation, and not communicating or involving those directly involved can lead to conflict and resistance, but it can also negatively impact the change itself. Not only will involving those directly affected be beneficial for them, but it will also help you avoid confusion and misunderstandings in the process.

Please don’t assume that others think what you’re thinking when implementing change. It is important not to assume that everyone understands your vision, not only because not everyone may not understand it but also because not everyone may not want to understand it. Not only will this create a hostile working relationship, but you may not get the results you are after. When communicating, be clear and concise, especially when speaking change; it’s important not to assume that others know what you’re saying or why you’re saying it. This will help to avoid confusion.

Go for it

Making changes within an agency (or ourselves) can be difficult, but it’s important to remember that not all change is bad. In fact, sometimes, change is necessary for the growth and success of the organisation. Change can also be good for employees, as it can help them grow and develop new skills.

So before you decide not to make changes or avoid making changes because you’re not sure how to take a step back and think about why change is necessary within your organisations.

Show some leadership. Don’t be risk-averse; you will never know till you try, and don’t forget to enjoy the journey.

Remember Nicholas Klein words, “First they ignore you, then they laugh at you, then they fight you, then you win”,  or in my experience, take the credit.

What are your tips for leading change?