Change is constant. But change is difficult.
So what happens when an organizational change is handed down from the top and the people of the organization are not involved?
Do you have a group of people who are accepting…or angry?
Do you have a group of people who are focused…or frustrated?
Do you have a group of people who are committed…or complaining?
To get the results we want, it takes a group of people who understand the why and have embraced the how.
To get the drive that we need, it takes a group of people to be part of the change instead of having change imposed on them.
To get the commitment we demand, it takes a group of people, to become engaged in the cause and involved in the change.
We are stronger together than apart.
We are more effective when we resonate in unison.
We are more creative if we all work together.
We are more impactful when we understand what is needed, and why.
The next time you’re planning to implement change, ask those around you what they think instead of telling them how to think.
Ask HOW they can help you shape the change instead of telling them WHAT they need to change.
To lead change is not a matter of chance; it is a matter of well thought out decisions with the heart of people’s commitment. It is not a thing to be waited for, it is a thing to be achieved.
Lead from Within: Organizations are successful with change when the people within them embrace the change. It takes one gesture. One person. One moment at a time. Change is the end result of genuine understanding and learning.
N A T I O N A L B E S T S E L L E R
The Leadership Gap: What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
- 12 Successful Leadership Principles That Never Grow Old
- A Leadership Manifesto: A Guide To Greatness
- How to Succeed as A New Leader
- 12 of The Most Common Lies Leaders Tell Themselves
- 4 Proven Reasons Why Intuitive Leaders Make Great Leaders
- The One Quality Every Leader Needs To Succeed
- The Deception Trap of Leadership
Photo Credit: Getty Images
Of Lolly’s many awards and accolades, Lolly was designated a Top-50 Leadership and Management Expert by Inc. magazine. Huffington Post honored Lolly with the title of The Most Inspiring Woman in the World. Her writing has appeared in HBR, Inc.com, Fast Company (Ask The Expert), Huffington Post, and Psychology Today, and others. Her newest book, The Leadership Gap: What Gets Between You and Your Greatness has become a national bestseller.
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43 Responses
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to “Leading Change”
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January 30, 2013
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August 16, 2013
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Julie Lines
29. Jan, 2013
Hi Lolly, great to hear from you. Love your post. Just to let you know, the link from your e-mail was not linking to your blog post. Don’t think its my iMac as I have not had this problem before. Thanks for who you are and all you are being…
Warm wishes,
Julie Lines XXX
lollydaskal
29. Jan, 2013
Thanks Julie,
I fixed it. Thanks for having my back. Much appreciate you.
Wayne McEvilly
29. Jan, 2013
Oh Lolly! I thank you many times during the course of each day for your continuous stream of positive energy, your commitment to your purpose and to the community which has grown around it, for your extraordinary devotion, your individuated response to the members of a huge circle of followers. Such stellar work makes you the star you are.
You are a loving presence in my life, for which I am very grateful.
Wayne
lollydaskal
29. Jan, 2013
Wayne, You are a shinning bright soul in the days of dark winter days.
Love to you! Your support means the world to me.
Alli Polin
29. Jan, 2013
I love this post, Lolly! Your passion and message come through so powerfully! So many organizations that I’ve worked with think that they’re cascading the change message when the CEO talks to the SVPs and the SVPs to the VPs but somewhere, well before Manager, and far before the front lines the dialogue becomes a monologue.
Change doesn’t happen when you tell me what to do but bring me in, give me a voice, and we change together.
Great post – a message that should be heard by organizational leaders everywhere.
lollydaskal
29. Jan, 2013
I wish every organization can see this message, I wish every organization would know its PEOPLE MATTER. we can only spread this message one person at a time, one blog at a time and hopefully it will ignite an revolution to create the evolution we are looking for.
The Formula Guy
29. Jan, 2013
Hi Lolly, I run a change practice consultancy and our mantra is “Done with… not to”. We also have a disclaimer on our homepage that says that we reserve the right to not take on clients who don’t get our mantra! We turn down more work than we take on, but what we do take on is being led by the right people the right way.
lollydaskal
29. Jan, 2013
Steve what it says about your practice is that you walk your talk and you live by your values.
Resonates strongly with me.
Very honored you shared and very delighted to see the integrity in the work you do.
Jackie Bernardi
29. Jan, 2013
“We are stronger together than apart”
Once again Lolly, you have taken a deep philosophical question, and made it crystal clear, and relevant to all.
Thank you!
lollydaskal
29. Jan, 2013
Dearest Jackie,
Learning is the most powerful tool which “we” can use to change the world and inspire each other.
Hope to see you tonight on #leadfromwithin
lollydaskal
30. Jan, 2013
You are the best Jackie! Yes we are stronger together than apart!!!!!!
Francisco Laborde
29. Jan, 2013
Grat post. Thank you!
I have found that it is also important to understand what kind of persons they want to become.
1. What they will be doing (activities).
2. What results will they be getting
3. How they will be seen from the outside
… and most important:
4. How they will feel after the change.
lollydaskal
30. Jan, 2013
Truly appreciate your comment Francisco,
Your make some very valid points and it made me think how right you are.
It made me add additions to my post….
We need to be ready – we need to know what is expected of us and when
we need to be willing- we need to have the desire to be part of the change
we need to be able – we need to have the tools and skills and capabilities to do what is expected of us.
Visit next week. it will be all about people and their emotionally reaction to change…
thanks for stopping by.
Lolly
Tagrid Sihly
29. Jan, 2013
Wonderful words of wisdom. If only people would understand that you cannot promote effective change without involving everyone in the process. All members of the organization must be committed to purpose behind the change.
Ed
29. Jan, 2013
Thank you Lolly. Change is the only constant in life. It is a challenge to want to change people places and things in an organization where change is viewed as a fearful and dreaded action. Thanks for your wisdom, and teachings…
Luis Fernando Moreno
29. Jan, 2013
hi and happy day , i appreciate your support, thanks. thanks for all. you are beautifull woman. all the best for your job.
ghazi fahed. yehia
29. Jan, 2013
Dear lolly
Great to learn and to keep learning
Highly appretiate your visions and expertise
Ghazi fahed yehia
Francis Belle
29. Jan, 2013
Lolly, many still believe that change has to be imposed from the top. When it doesn’t work they look for someone or something to blame. The simple approach you propose is the only one which can really works in the long term.
Thanks,
Francis
robert edward
30. Jan, 2013
hi lolly
thanks for your teaching i have learning thomething from you
i real like to welcome you to our tourist office in ARUSHA TANZANIA we are dealing whith camping safari,walking safari,mountain climbing,lodge safari,ballon safari
if your intrested please let me know
have a good day
Jon M
30. Jan, 2013
Lolly,
Really enjoy reading this, as change happens every day. Communicating it and gaining acceptance of it are parts of the formula. Having a group to socialize the change with helps greatly, too. It should be a positive group, meaning one that helps explore the change in a meaningful, thoughtful light.
Thanks!
Jon
lollydaskal
30. Jan, 2013
YOU are so right Jon. I really like what you say about change: Communicating it and gaining acceptance of it are parts of the formula. Having a group to socialize the change with helps greatly, too. It should be a positive group, meaning one that helps explore the change in a meaningful, thoughtful light. < Amen!!!! Thanks for stopping by! Lolly
FARAYI MHERE
30. Jan, 2013
Hie Lolly you are great ,your writings are a great inspiration to many out there including myself
Keep it up
FARAYI
lollydaskal
30. Jan, 2013
Thank you Farayi!
Deepak
30. Jan, 2013
Change from witin helps sustain and prove progression. As you shared, change requires deluberately planned coordinated actions & participation from like minded fellows or followers create enabling environment. Thanks for the short but very sweet and useful tips for real leaders.
lollydaskal
30. Jan, 2013
Deepak,
Thanks for your comments, change is difficult but if we do it right it can transform us.
Dan
30. Jan, 2013
I love how you state this dilemma so simply and directly, Lolly. Beautifully done!
What I see is that sometimes top leaders have been thinking so hard about the what and have had so much trouble coming to agreement themselves about the what, that by the time the what needs implementing the importance of the how has been totally forgotten. Moreover, because the leaders are farther down the road in adapting to the change themselves, they forget that others are just beginning the journey.
A second problem is often in the silos, of course. The leaders are not thinking about the system as a whole. Too often, they are only thinking about their parts of it, and what it means for them as individuals, not about the common enterprise community they have responsibility for.
And finally, the most serious impediment I see is that for the leaders, the people who work for them can become concepts or objects or roles more than human spirits. They don’t want their hearts; they want their compliance. This impediment in as the core of the problem with change and has to do with why leaders don’t know how to engage.
These things said, your vision presents an exciting invitation to a different kind of world — one which we can all take pride in helping create together.
lollydaskal
30. Jan, 2013
Dan, I so appreciate your thoughts!
Change is a difficult topic for most, you will really like the blog I am augmenting now, its about the human emotional reaction to change.
To address your comments:
Leaders first and foremost need to walk the talk. If they implement change they must live the change.
Second your point about silos, change never is successful if its done in silos, change is about ALL being on board.
Thirdly when you say, the most serious impediment I see is that for the leaders, the people who work for them can become concepts or objects or roles more than human spirits. I have seen that happen a lot and I address this by speaking to the leaders about leading from the heart. When you lead from the heart you lead within and when you lead from within you cannot help but engage and embrace your employees. Because bottom line when you lead with heart, YOU CARE as a leader and you KNOW your PEOPLE MATTER.
In organizations Change happens by individuals who come together.
Love your thoughts Dan… they always make me think deeper!
Lolly
Dan
30. Jan, 2013
Thanks, Lolly. You are a wonderful presence and voice!
Frank rock
30. Jan, 2013
Hi lolly
First time reading your blog , really enjoyed it,it was full of common sense which is rare.
My contribution to the debate is don’t estimate the importance of WIIFM (what’s in it for me) everyone favourite radio station.
I also believe people don’t fear change ad much as we might believe but they do fear loss as result of the change.
Looking forward to reading more about your leadership philosophy .
Greetings from Dublin , Ireland
Regards
Frank
Scott Mabry
30. Jan, 2013
Thank you for these great reminders. Helping an organization through change right now and having problems getting people to address hearts and not just minds. Will be sharing this post with them.
Fahad Matano
30. Jan, 2013
Great thoughts at the best time.
Chris Enstad
30. Jan, 2013
Lolly, this is right on the money. People do not wish to be seen as cogs in the machine and constant top down diktats only make your team hunker down and wait for it to pass. There are very few people who want to be a part of a dying business so motivating from within keeps the leader as part of the team, shows compassion and empathy, and can motivate folks to MOVE. Thanks again!
Terri Klass
30. Jan, 2013
Hi Lolly,
This is such an important post. Change is essentially about feelings and how people react to change. You beautifully described how people feel if they are not part of the change or feel it is thrust upon them. Leaders need to think and feel before launching new initiatives and ask how they might impact the community. Terrific job as always! Thank you for being you. Terri
lollydaskal
31. Jan, 2013
Terri,
The more awareness we bring to change the more we can achieve the change we are seeking.
Thanks for stopping by- Always good to see you.
Lolly
Ayedh Alqahtani
31. Jan, 2013
Great thoughts. Many thanks Lolly for broughting it up.
Imo Thiyam
31. Jan, 2013
Change is something which needs a lot of courage and understanding, but the way in which it requires to be implemented as portrayed in your column makes a lot easier. It is quite clear, I need a mental and practical set of mind, where I am absolutely in ease with myself with the supposed change before bringing the change in others.
Thanks a lot sister.
Fahad
02. Feb, 2013
Thanks Lolly, unfortunately I have seen the opposite to what you say in my organization, and all the changes done that way FAILED.
I hope to see the key people in my organization apply your great ideas toward a successful change.
please keep up…
Miriam
03. Feb, 2013
Dear Lolly, so glad I read your post. You are so right. My experience with change in an organization is that it is inevitable – especially in the world we live in today. Just like life, we must all be prepare to flow with it and make adjustments as needed. Otherwise, we can find ourselves unhappy, angry and stressed out. It is always better when we have a say in the change that is about to happen. Unfortunately, that doesn’t always happen in many organizations. It’s sad that people aren’t always valued as the greatest asset of any organization/company. However, there are some organizations/company who do see the value of their employees.
Chandra
03. Feb, 2013
Hi Lolly,
I am humbled by by the way you have simplified the subject and provided human spirit. If these simple facts are not respected, chances are the change will be a longer and a painful one.
German Roldan Jr
04. Feb, 2013
Hi Lolly
Love this blog. It pointed me in the right direction.
You are amazing!!!
I follow u on fb,twitter,and get your emails…never a dull moment with you.
Love ya my friend
Kelly Swanson
14. Feb, 2013
I just love this post. And so timely for me. I have been booked to speak at a corporate event where the CEO has developed radical new changes – where he has written a new “story” – and he wants me to come sell it to them. From what I am hearing there is already amazing pushback to these new changes. Your post shows me why. I’m a motivational speaker, not a miracle worker, so I’ll do my best – but it will be tricky. Thanks for your wisdom.