The 4 Things that Limit Progress for Initiatives of Positive Change and How to Address Them

Are you an Owner, Manager or Director of a well-established business? 

Others likely see you as successful and ask you how you do it all.

And yet privately you know you:

• Can feel swallowed by responsibilities and compromises you have made in the past

• Are juggling from one urgent task to the next

• And there is a small voice inside that is reminding you that the changes that matters most are not being made

• You know of the growing need for more sustainability in the world and for business to be part of the solution

• And at the same time you know your organization should do more 

• Likely when you have brought it up you faced some type of resistance and can feel like a lone wolf

• On top of that you find you don't have time to delve in how to do this on your own with all your responsibilities
  

If this is resonating, no worries, you are in very good company and definitely not alone.

I have experienced situations just like this during the many years standing for the customer priority in a large telecom and repeatedly now with my business coaching / consulting clients.  

Over the years, I have seen 4 common things that limit progress in these types of endeavours.  Addressing them early significantly increases the probability of success. 

1. The Urgent Usurps the Strategic 

   In our crazy busy world, we are all juggling many tasks.  I repeatedly found myself during strategic planning season observing that “The Urgent almost always Usurps the Strategic.”  If a cell tower is damaged and customers can’t make calls, it isn’t really time to plan for the upcoming year’s construction build.   Similarly, positive change initiatives can easily be postponed for another day;

2. Change Management is viewed as Project Management

   While initiatives need project management and often sufficient people change management methodology can be applied to standard, smaller sized projects, to many leaders Project Management is perceived as including sufficient Change Management focus and deliverables.  Then for these types of initiatives where there are significant people impacts, nuisances needed for a successful change are often overlooked. 

3. Unexpected Resistance Will Appear 

   When attempting to shift to a more positive change whether it being for more focus on the customer, environment or diversity for example, you will very likely face resistance in the form of lip service.  It’s the worst type of resistance you can get as you can be disillusioned that it is indeed true progress instead of the facade it truly is.  And if this lip service isn’t handled right, it will give you grief.  As a result, these types of quests require a deeper change management plan than most typical projects.  

4. Lone Wolf Goes as The Lone Ranger

   Leading change like this can feel like being a lone wolf and that you don’t really have someone to truly trust as colleagues and team members are all part of the culture that needs shifting.  Without someone to trust who is objective and can talk openly about issues and together brainstorm on their resolution, one chooses to work alone and the spirit that started this can easily dwindle as you go in circles in your mind. 

If this resonates for you, I highly encourage you to reflect upon what you need in order to:

1. Stop usurping the urgent for the strategic.

2. Start creating the change you know is needed for the long term sustainability of your business, your people and the planet.

Your Turn Now…

To help you on this path, I leave the following questions for you to  reflect upon: 

• What is it that continues to overtake your / your team’s time and attention and away from the strategic change your inner voice keeps reminding you of? 

• What could be put into place so that the truly urgent items are taken care of and your time and attention can be placed on moving the needed on the strategic positive change quests you see needed?

• Do you have sufficient time and attention on the people change management issues to making this positive change initiative a reality? Are the people change management issues large and if so, do you have a dedicated person on it?

• Have you already observed lip service or other forms of resistance?  Have you looked who that is coming from, why it could be and what messages are needed to reduce or preferably eliminate the resistance so you can move forward, and with more ease?

• Do you sometimes feel like a lone wolf during the change with not knowing who you can truly trust and brainstorm with?  If you haven’t experienced that yet, do you see the potential for it?  Who could collaborate with you and can create a safe, objective space for you to talk things out?”
  

Our world is waiting for us to create the change we seek. 
It’s time.  Let’s go.

P.S. Know a leader who has a big change in their mind who could potentially benefit from hearing this message? I encourage you to forward the link to this page.

P.S.S. Seeking a further level of support to kickstart your path? Check out the 90 minute Clarity Call where we will create clarity for a clear path forward.