Leaders, Do You Find Change Difficult?
If you do, get yourself a copy of “Change-friendly Leadership: How to Transform Good Intentions into Great Performance” by Dr. Rodger Dean Duncan.
Change is organic. It doesn’t happen overnight, and it often depends on the culture of an organization to determine how little or how much change can be tolerated by the people within the organization. It starts with the individual – in fact, that individual is you – and expands based on how engaged and participatory people are in their roles, the organization, and the change you are embarking on.
The first section of the book is devoted to the steps necessary to personal change. It is about leadership that engages the heads, hearts , and hopes of the people whose “buy in” is critical to the success of the change. It connects their thoughts and ideas, their feelings, and their dreams. It is more about creating commitment than compliance. It is about doing the right thing for the right reason.
Dr. Duncan presents these thoughts and ideas with great stories and an easy-going conversational style that pulls you in, and captures your attention. It’s like sitting down with your favorite mentor for an extended series of heart to heart conversations. And, being given the opportunity for strengthening what you have learned by creating awareness, reflecting on what you have learned, and practicing until you get it right. This opportunity is offered several times throughout the book by suggesting you utilize bonus point material offered on the Doctor Duncan website, and take advantage of ongoing information as it becomes available.
Once you have done the personal work, section two expounds upon the Change-Friendly framework, based upon behaviors and relationships in place of titles and stature. Don’t think you are off the hook though – it still requires personal change for many of us. Simply put, but not so simple, the framework consists of four powerful concepts:
- Think-Friendly – you are capable of solving problems in fresh ways
- Talk-Friendly – collaborative dialogue and appreciative inquiry
- Trust-Friendly – your behaviors consistently enable you to earn trust, extend trust, and be trust.
- Team-Friendly – Working with people in ways that foster real collaboration and engage their heads, hearts and hopes.
Section three provides you with the Change-Friendly process that revolves around the four T’s.
As you become more conversant with the change process, and acknowledge that people resist change, you will actually embrace the challenge of that resistance. In doing so, you develop and hone your character based leadership skills, creating trust and strong relationships with your co-workers, families, and community endeavors.
As a coach, and a champion of change, I learned a great deal from Dr. Duncan’s book. I am looking forward to incorporating many of his thoughts into my coaching dynamics and tool set. I heartily recommend this book to anyone wanting to keep change simple and friendly by getting back to basics.