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Now we’re almost a month into 2013 – how are your New Year’s Resolutions going?
Did I hear you groan, or see you roll your eyes? New Year’s Resolutions – why don’t they work? It’s because they typically crash and burn – just like major organizational changes, which as Rick Maurer showed us in Beyond the Wall of Resistance fail – or vastly sub-optimize – 70% of the time. When it comes to transitioning to new mindsets and behaviors, so often people don’t get it, want it, or know how to do it.
My New Year’s Resolution for 2013 is to stop being so [explicative deleted] stingy and start sharing all the tools, tips and traps I’ve learned over 25 years of coaching change leaders and facilitating organizational change. Not that I’ve been completely stingy…..I’ve had the honor of mentoring hundreds of leaders in dozens of organizations across multiple industries – from Baxter Healthcare to BP, Sears to Steel Dynamics, United Airlines to US Cellular. However, until now, it’s all been within specific companies in the context of specific change projects or training programs. Starting up a new manufacturing facility, developing high potential leaders, implementing a complex new technology, like that. This year – and the next year, and the next – my commitment is to share the lessons I’ve learned more broadly – through this new monthly newsletter, through lots of speaking events, and [drum roll] through my first book – Change Intelligence: Use the Power of CQ to Lead Change that Sticks – due out May 14. (Stay tuned for more on that front next month!)
That’s why I wrote Change Intelligence, and that’s why I’m writing to you now. The 70%-of-changes-fail statistic is intolerable. When you consider all the lost investment (financial, emotional, time) and all the damaged relationships (employee, customer, shareholder), we need a new way.
What’s the new way? CQ – Change Intelligence. What’s CQ? That’s what these monthly newsletters will be all about. Want to get started right away? Go to www.ChangeCatalysts.com and download the free white paper.
So, who can you share your commitment with? Your boss, a peer, your team? And, here’s a bonus – a second great way to keep you on track with your goals is feedback. When you communicate your commitment, make sure you tell others that you’re open, and willing, to receive feedback on your progress. You’ll get insights into what you’re doing well, which you can leverage even more, as well as what you may be blind to that is inadvertently derailing your success. Moreover, by showing vulnerability, you’ll be building trusting relationships, and partners, in the process.
And, that’s my request for you – to be my partner in this new process. What do you like in the information I’m sharing? Does it provide more than information – insights? Actionable ideas you can immediately apply on the job? What’s not working? What’s missing? What’s on your mind, going on in your team or on your project or in your company, that you’d like to hear me comment about? Public commitment to goals and soliciting coaching for feedback – two pivotal behaviors of powerful change leaders – we’re already on our way!