The squeaky Wheel Driving Change

Across your organisation, there are two types of people.
The first focus on the details and their day-to-day requirements.
The second think of the big picture and the future.
I suppose everyone has a little of both, but let’s keep it simplistic for a second.
With the details-focused group, change initiatives can be a challenge. No matter how many times you talk about the new strategic direction of the organisation, they’ll put it to one side. It’s not as if they’re dumb or apathetic – they just have a job to do, and they’ll happily ignore all that abstract nonsense.
But if you’re hoping the big picture folk will fall into line behind your banner, you’re mistaken.
See, they have their own visions for the organisation. Their own ideas on what needs to change.
They don’t become visionaries by waiting on someone else’s vision.
I’m not about to pretend change initiatives are doomed, though. These are simply obstacles to consider. Some of your employees don’t care as much about the big picture. Those who do don’t necessarily care about your take on it.
And this becomes a problem when leaders aren’t proactive about it.
These people are tremendous assets when it comes to change. Detail-thinkers consider the minutiae that always falls through the cracks. Strategic-thinkers embrace your change initiative and apply it in their own contexts.
But they don’t do this when their leaders fall silent.
Without constant reminders and invitations to think, your people revert to their normal way of thinking.
They either ignore the big picture or start dreaming up ideas of their own.
Only through constant, skilful communication do you get anything resembling buy-in.
And from there, real change.
Silent leaders don’t drive change.
Only the vocal ones do.
But they can’t be pushy, demanding or micromanaging. There’s a difference between vocal and tyrannical.
So how do you keep your people on the path to change, without smothering them?
Well, that’s tricky. Everyone has different thresholds about what’s guidance and what’s controlling.
But you can accommodate all kinds.
How?
It sounds too simple to work, but don’t worry – it’s far harder than it seems.
You communicate often, with the goal of building trust.
The more honest, caring and skilful you are, the more people will listen to you.
One of the keys to developing stronger relationships is consistency.
Consistent behaviour and consistent communication.
Speak up, speak often and speak in ways that cultivate trust. Do that and your people will embrace whatever change you need of them.

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

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