“Never stop asking questions. Never stop being the role model for innovation. If you’re listening carefully, the world will tell you how you can be the change you wish to see.”
Leaders in many companies demand solutions from their teams. Unfortunately, this often precludes timely and honest disclosure of unpleasant signs that things aren’t working. This unwillingness to hear the brutal truth when there’s not a clear way out can be detrimental to an organization’s ability to “embrace change.” Mark Thompson, Stanford alum and New York Times bestselling author, asserts in his recent Forbes article that a leader’s responsibilities do not begin and end with his or her behavior, but it’s not a bad place to start.
Thompson writes “Success is not the best teacher when it comes to creating change”, and he succinctly illustrates three reasons why leaders do not personally embrace change, even while demanding it from others. His piece discusses how principals can successfully drive continuous improvement in individuals and organizations, using topical anecdotes including Apple’s Steve Jobs and Ford’s Alan Mulally. He also touches on the shortcomings of managerial science – how it has trained teams to lie to leaders, how to set meaningful goals for long-term change, and how to be an effective role model.
At Meritas, we understand that personal and organizational change is an arduous process that requires humility and sacrifice – but that can yield amazing returns. We can help you and your organization foster conditions that will make you flourish.