Leaders Should Inspire Change Through the Rear View Mirror
By Roy Osing
There is certainly no shortage of advice on what actions leaders should take to successfully implement change.
However, despite the plethora of guidance available, organizations generally have difficulty executing their “brave idea”. The desired change doesn’t see the light of day; the intended benefits aren’t realized; dysfunction and discontent are often left as the aftermath.
Traditional change management methodology has two fundamental flaws.
First, the premise of change management is based on the future. It focuses on what needs to be done differently in order to meet expected new environmental and competitive shifts.
The risk here is the implicit internal message that can be sent that somehow the past (and by implication the people who were there) is “bad”, and is responsible for the jeopardy leadership says the organization faces.
I’ve seen “warriors” in the organization steadfastly refuse to consider a change in direction because they felt betrayed; they were recognized and rewarded yesterday but today seem to be condemned for getting the company “into this mess”. Read the Complete Article