Agents of Change – 1
The most popular topic among my clients is Change. Either leaders feel anxious about all the changes that are happening in the organization, people are rejecting some of these changes or the amount of change we’re dealing with, surpasses our capacity to work efficiently.
We’re in the middle of some major systems implementations and also, major organizational changes. We want to increase our change agility, as change is not an event, but a process. Therefore, we’re building capacity in the organization and increasing our agility.
In my process of developing change leaders, I try to stress the importance of understanding change principles, beyond the use of tools, as we all know that the success of the intervention depends on the interior condition of the intervener. So, I’ll be sharing monthly some of the principles that help Agents of Change to be more effective.
Try to be careful
Edgar Schein, who developed the practice of Process Consultation, says that the intention of being helpful is the basis of mutual learning and a respectful and rewarding relationship. As Agents of Change, we need to remember that changes make people uncomfortable, and that the system (the organization) always tries to revert the changes and maintain equilibrium. So our ability to tread carefully, keep the systems’ needs and issues in mind, as well as human nature, especially during difficult situations, is one of the mos important principles we need to remember.
Always ask questions
Asking questions, more questions and thought-provoking and insightful questions is key during interventions. As interveners, we don’t know the problem (we barely grasp the presenting problem) and we don’t know the client as much as we think we do. Even more, our most important contribution is to create the space for the client to reflect in the questions we ask. This is what will help them (and us) understand the problem and start working on the solution. So, don’t be afraid of asking questions and more questions.