3 Keys to Avoid Change Fatigue

July 3, 2019

3 Keys to Avoid Change Fatigue How many times do we hear that people WANT change, but don’t WANT TO change? I’m a believer in that, however, I believe that leadership and Change Fatigue has a lot to do with the latter! A study on change management featured in Forbes article illustrated that 70% of organizational change fails! Change is thrown around so much these days that it can cause more harm than good – for individuals and organizations. Change Fatigue can happen when people have experienced poor change managers and management – “Here we go again! What makes them think it will be different this time?”, is a refrain I’ve heard in hallways over the years (both as an employee and change agent). People have to belief that the promise of the new is worth the abandonment of the old. What can prevent Change Fatigue is change WITH leadership serving up healthy portions of vision, planning, and communication! It takes all three if you are leading change and only providing 1/3 or 2/3 of that equation (in any combination) will lead to team frustration, dissent, ambiguity, anxiety, and disenfranchisement, to name a few areas of concern! For many people change can be paralyzing. Change can leave them wondering about their value and worth within the team or organization. “Am I going to work myself out of a job?” “I’ve been known for this skill on the team, but will it still be needed? Will I still be needed?” Vision: Where are we going? Why are we going there? How will this benefit our organization, and me?? These are just a few of the questions that must be addressed, built out, and clearly defined if people are going to put forth the effort and invest the time required to bring this vision to life! Planning: How will we make this vision a reality? What is my role? What are the benchmarks that tell us we are heading in the right direction? Planning brings to light the tools and processes that will be required to bring the vision to life! Communication: The consistent cadence of updates, reminders and encouragement during challenging times of change is vital when we often don’t see the immediate results. Communication becomes a glue that will help bind teams and individuals together – or, if there is not enough well-thought-out communication, can erode trust and enthusiasm. I once read that if people on your team can’t do a good impression of you, then you aren’t communicating enough! The responsibility of change rests on the shoulders of leadership. So, if you are considering change within your organization or team, embarking on change, or in the middle of change, make sure that you are hitting the vision, planning, and communication targets to drive the change you are looking for and drive out Change Fatigue! What are your experiences with Change Fatigue?

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Get Outside of Your Jar!

May 7, 2019

I recently spoke at a business owner summit and asked the audience how often they checked the finances of their company.  The answers ranged from quarterly and monthly to weekly and daily. Then I asked them why they check their finances? Their answers included “to get a baseline”, “to properly forecast spending” and “to see if there are any problems that could be coming and prepare.” All very responsible answers, I told them! Then, I asked “when was the last time you did a check on your reputation?” The room fell silent! You see, the finances are an external measure while our reputations hit us personally.  And, that usually freaks people out because it makes us vulnerable. However, within vulnerability comes immense strength – if you have the courage to step into it in order to grow, evolve, and make an impact. “It’s hard to read the label when you are inside the jar!” While a Reputation Audit can be done for an organization, I’ll focus this on you, the individual! Here are Four Key Steps to performing your personal Reputation Audit: Identify Your Core Group – Choose a small group of people that you trust will tell you what you need to hear, not just what you want to hear. Trust is critical for this exercise because when we know the intentions are for your growth, then we know the feedback is honest and for our greatest good! Ensure that these people represent different aspects of your life – work, social, faith, community, family. Communicate Your Goal & Ask Questions – These are individual conversations, so let them know that you want to check in on your reputation, that you want to ensure it’s strong or whatever your goal in this may be. Then have some questions ready to go, for example: “Do you know my values by the way we interact?” “Do my actions align with my values?” “Do I live into my commitments?” “Am I responsive?” “What is my reputation?” Since you will be getting answers from people in different areas of your life, you may begin to see trends where people are having/seeing similar experiences with you.  Listen. Don’t Talk! – Stephen Covey once said that people often listen with the intent to reply, not with the intent to understand. Don’t try to “explain” your behavior when people are giving you feedback. Just listen and take notes. Again, this is where those behavior trends may start to emerge and you may see gaps and opportunities appear.  Perhaps you realize that the decisions you rationalized as “not a big deal”, were in fact a big deal to those around you! You won’t know until you ask and listen. Make A Plan & Act – Now, gather the information and target one or two areas that you can begin to work on.  Start with small steps to ensure that your actions and decisions are aligning with your values.  By doing this, with consistency and over time, you can make an impact and then move on to other areas.  Continue to think ‘long game’ on this! There is no […]

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Was Anyone Spotting for John Skipper?

March 24, 2018

I feel for John Skipper, former ESPN chief.  It’s hard not to, in some capacity, when you see someone’s life work unplugged and unravelled.  But here is where my mind goes after reading his fall-from-grace story – he was not alone. I grew up watching ESPN and I know a lot of what I came to love about the ESPN brand and sports was a direct result of John’s efforts and passion. As a professional, I also had the privilege of working with ESPN on numerous occasions with NASCAR, NHRA, B.A.S.S., and other sports properties.  I can tell you that the people who worked there reflected John’s attitude and vision – they were first-class people. Now, I also believe that we make and must stand by our choices.  And, like John, we are not alone. In racing, we have spotters.  These people have an elevated perspective of the race track and tell drivers what is happening in their blind spots and how to navigate through wrecks happening ahead of or around them.  There is a remarkably high level of trust between drivers and their spotters to ensure their safety and ultimately their success – as a team. I don’t know who John’s spotters were in his years of cocaine addiction, or if they tried to help and he ignored them.  But I can’t believe he was alone. Can we learn from this? Yes. Who are your spotters? Who are the small group of people in your life that are looking out for you?  The ones to tell you what you need to hear and not what you want to hear.  We may not like what they have to say, but if they are trusted, then we know from where their words are coming – and we need to listen. So, who are they? Can you rattle off their names right now?  Do they even know that you consider them your spotters? Who are you a spotter for in your life? We are all in this journey together and need each other to have our backs when we are operating in our blind spots. Career stage does not matter.  Life stage does not matter either.  We all need spotters and they need to know that we need them to shoot straight with us and that we will listen! John, I have no doubt you will rebound from this and be stronger than before!

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