How We Lead and Manage: Change is Changing
“Yvonne, please send me a change template I can use for…. “
This is a frequent question I get, and I don’t mind.
However, Change is dynamic and often requires more than a template.
How we lead change is changing. Working with people requires more than templates, methodologies, policies, regulations, and tech.
In this video, I share my perspective on the 10,000 hour principle, and how it applies to leading and managing change.
P.s. If you’re in a position where you lead and change, and would like to elevate your skills further, our highly reviewed Change Leadership Accelerator Program is kicking off this months, and we have a few spots left for you!
This is an opportunity to work and get coaching directly with me, and accelerate your change leadership journey!
I delivered a talk recently on ‘Responding to Change Better and Faster’, and they asked me if leading change was any different with a millennial stakeholder, i.e. pace of adoption and openness to change. It made me stop and ponder.
I answered, “Yes, it is different in how we approach change with them, and the future of change management and leadership generally.” You will find that millennials are coming into organizations at the onset of having their own set of values. A different mindset from say, how some of us started off in the workforce. They’re looking for alignment between their own values and that of the organization. Something that we’re also seeing with the great resignation. They’re looking for inclusivity as well, and also, they are much more DEI conscious.
So my take is this…
When we talk about disruption in the business environment, we’re not only talking about technology, AI, the pandemic etc. We’re also talking about the disruptive change that the millennials are bringing into organizations. Sometimes toppling the typical organizational structure, hierarchy, culture and status quo. So when it comes to leading change, we’re also talking about leading a multi-generational workforce. And where change is becoming less about following a linear process or where one model is expected to fit all.
So yes, how we lead ‘change’ in a ‘changing’ workforce is ‘changing’.
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