Learning NOT to react but to respond to change
Change is an essential constant. In all aspects of our lives. For many it’s not an easy experience to manage. It can trigger uncertainty, fear of the unknown and reignite past set- backs. Critically, ‘change’ can be a liberating, positive and exciting experience; offering opportunity and growth.
What differentiates the two experiences? Your mindset.
In short, your attitude can play a huge role in how effectively you manage and lead others through organisational change.
Leaders who believe intelligence can be developed (a growth mindset) display the following tendencies which they utilise to successfully manage change:
Understanding how you react to change is a must for any leader.
Recognising the impact change can have on a leaders behavioural, emotional, psychological and physical well-being is paramount to their continued effectiveness. It enables them to resist reacting to past experiences or set-backs. Choosing instead an informed, rational response capitalising on the prevailing situation and benefiting business success.
When confronted with set-backs effective change leaders focus their efforts in utilising their abilities and strengths to find alternative ways to overcame obstacle. Staying alert to what they can learn as they test, review and evaluate in a continual and curious search for how to move forward. How to maximise the new and unknown experience to attain a win: win for the organisation and their career.
Effort & Mastery
Leaders with greater levels of self- awareness, a willingness to learn and an optimistic outlook report experiencing change as a positive opportunity for personal and organisational growth.
Although they acknowledge change will generate feelings of uncertainty, doubt and fear; they choose to reframe their focus and concentrate on what they can influence. Remaining focused on being positive, open-minded and agile; especially as new developments and information emerge.
Success of Others
Few leaders have all the answers.
It takes humility to recognise this and to look to other influential and revered leaders for guidance and inspiration. Much can be learnt from those who have endeavoured or struggled against seemingly impossible odds and succeeded.
Learn from Criticism
Effective change leaders adjust their attitude to actively and regularly seek constructive criticism. They recognise criticism offers an opportunity to learn and to perform better as well as to hone their effectiveness.
The more determined change leader will engage the help of an executive coach who will act as a confidential sounding board, helping challenge their thinking and critical behaviours.
As a result, the leader accelerates their ability to reach ever higher levels of achievement and attains a greater sense of purpose and free will. More importantly they lead the way in creating and imbedding a culture that embraces change.
If you want to strengthen your growth mindset, or improve how you respond to change in order to effectively lead a change management programme, check out my Executive Coaching Case Study on Managing Change.