“CHANGE” Is Not A Leadership Word!

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CHANGE is hardly ever a good thing 

when somebody else does it TO you.  

     In business, industry, education, government, real estate, food and gas pricing, or otherwise, “CHANGE” is hardly ever a good thing when somebody else does it TO you.  Change is only meaningful and rewarding when YOU can make it happen for yourSELF. 

     When change is done TO you, it prompts inaction, resistance and excuses.  When you create and deliver change for your SELF, you are more likely to take ownership of the steps involved, and follow the process through more determinedly to make it happen.  

     “Okay, Joe, from now on, you’re going to have to print out, copy, and collate three copies of the daily 75 pages of inventory activity that you were just submitting by email before.  The two new bosses want hard copies, and of course I’ll need one too.  Oh, and you may want to run a fourth as a sort of cover-your-butt set that you can check with if questions arise.”    

     How does that feel compared with: “Joe, the new bosses are interested in seeing your inventory spreadsheets without having to jump around on their computer screens; could you come up with a method that you think might work better for them, something that doesn’t require a lot of your time?” 

     Do you think one of these approaches might serve to motivate more than the other?

     “Gwyneth, I want you to clean up your room right this minute, or you’ll not get dessert after dinner!” OR “Gwyneth, I’m getting concerned about the condition of your room; would you please take some time right now to come up with a way to get it shaped up by dinnertime every night, starting tonight, and let me know your plan when I stop back in ten minutes?”

     Notice the focus is on HOW can a task get done.  NONproductive emphasis is on WHY did you screw up, or on what threats might prompt action, or on implying some level of personal incompetence. 

     When you ask someone WHY? you will only ever get a reason or excuse for an answer.  When you ask HOW? you’re prompting the other person to evaluate, assess, and recommend process steps, without suggesting any personal shortcomings.

     HOW to get others to make changes happen for themselves?  Remember that behavior is always a choice.  You can choose to not react.  If you don’t react, you will never overreact!  You will be more effective in controlling and helping yourself and others to more effectively control behavior and accomplish tasks.  Remember if you need to criticise, criticise behavior, not the person.  And do it in private.  Save audiences for giving praise!        halalpiar


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