Conversational Conservation Article

As a strategic leader, there are going to be many things you want to tell your people. Normal, routine stuff.
New hires, changes to policy, new opportunities – stuff like that.
You also want to talk about your change initiative. When you’re reforming the culture, it’s important to keep up the dialogue.
Celebrating wins.
Talking about the best way forward.
Really, there’s no shortage of things to talk about.
But there are only so many hours in the day, and so many words to say before people tune out.
So here’s a tip to help to trim down on the sentences you send into the workplace:
Conserve your conversation by making both of those one and the same.
Here’s what I mean.
Every time you say something – anything – to your people, tie it to the change initiative.
If you’re hiring a new strategic leader, talk about how their skills and experience will help drive this change.
If you’re going with a new supplier, talk about how that aligns with the new future you’re all creating.
Never say anything without slipping in a reference to the change.
That’ll make you sound obsessive to anyone who listens.
Good.
You should be obsessed.
You think change is easy for your organisation? It’s not. It’s always painful. The only thing more painful than change is not changing.
Stagnation – it’s like every hangover you’ve ever had at once, every day.
Even so, if your heart and mind aren’t 100% behind the change, then your people will lose interest. And why not? They’re plenty busy enough dealing with all the usual stuff from their jobs. Most of them are more than happy to focus on that instead.
Keep bringing up the change initiative and you’ll never give them that chance.
And they’ll thank you for it. That’s the weird part. They’ll absolutely adore you for bringing this up with every breath.
Well, maybe that’s overstating it.
But not by much.
People prefer strong leadership to weak leadership. Strong leaders create legacies, good or bad. But weak leaders never achieve anything but increasing inertia and entropy.
Weak leaders talk about change… but only when it’s convenient.
Or they come up with plans they quickly abandon.
By infusing the message of change into everything you say, you show you’re committed. You’re constantly thinking about this. And you’re in it for the long haul.
People say action beats words. Of course it does. But don’t underestimate the value of constantly, consistently talking about your vision for the future. It takes strength and discipline to stay on message like that, which is exactly what your people want from you.

The best way to enhance your organisation is with the ultimate advantage: trust.
But how do you measure something like that, let alone improve it?
Especially if your workforce is stretched thin, cynical and burned out on change?
There are simple, effective and proven strategies you can begin implementing today. I know you can unlock the creativity, productivity and joy of your employees.
Learn how today with my free white paper and all the resources you need to launch your own trust-based change initiative:
https://battenandking.com/advantage

Article Source: http://EzineArticles.com/10266461