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The subject of change is one of those topics that seems to always intrigue me. Particularly among teams.  It’s interesting to note one’s orientation toward change and how it can create disequilibrium.  Instead of peering through the lenses of “what could be,” rather, one becomes bogged down with: The past.  My comfort.  Fear of the future.  The problem.  (And the list goes on.)

Recently I picked up a new book by Chip and Dan Heath called, Switch.  You can check out a recent article about their book in this months Fast Company magazine.

A little excerpt to wet your palette: “We need to switch from archaeological problem solving to bright-spot evangelizing.”  

People need: Hope. Faith. Courage.

Change is possible.

“Life is a storm, my young friend.  You will bask in the sunlight one moment, be shattered on the rocks the next.  What makes you a man is what you do when the storm comes.  You must look into the storm and shout as you did in Rome.  Do your worst, for I will do mine!  Then the fates will know you as we know you: as Albert Mondego, the man!” - Alexandre Dumas

A few weeks back I did a message at The Orchard entitled, Anchored.  We grappled with this notion that each of us will engage the storms of life.  That each of us, even those in God’s “perfect” will are challenged, tested and tried.  In fact, one time Jesus tells his disciples after a intensive time of teaching, to get in a boat and travel to the other side of the Sea of Galilee.  While they were in the boat a storm emerged.

What’s interesting about that story is that Jesus told them that his plan for them was to go to the “other side.”  I believe I would be safe to say that they were following God’s plan.  Yet, a BIG storm emerged.

The story depicts followers of Jesus captivated by the shifting and changing world around them, instead of an UNCHANGING God.  A God of grace.  A God of hope.  A God who can be trusted.

For a majority of us we currently fall into three categories: entering a storm, engaging a storm, or emerging from a storm.

A question for you: How are you engaging the storms of life, today?  Are you afraid?  Are you allowing the changing world around you to govern your emotions, thoughts and beliefs?

What if Jesus that day was trying to help the disciples to see, after rebuking and calming the storm, that God is not: A myth.  He is not a lovely idea.  He is not an abstraction.  He made everything that is.  He stands above raging waters, time, space, and history.  He is able to save us from the raging sea.  Therefore, we do not have to live in fear  Therefore, we do not have to live in defeat.  Therefore, we do not have to cower.  Therefore, we can dare to face the storms of life with a posture of TRUST!  We have a heavenly Father who loves us!

How are YOU trusting God these days?

It’s been awhile since I have blogged anything. Mainly because I haven’t made time to blog.

…school

…new born

…family

…misc. projects

I will be back shortly.

Change is inevitable in today’s economic landscape.  Change is constant.

How are you adapting to change within your organization?

Change can be painful and uncomfortable.  Mark Twain once said, “The only person who likes change is a baby with a wet diaper.”  Let’s be honest.  Change can be downright hard.

As a leader within an organization, how are you a part of the process?  Are you asking your direct leaders the right questions?  Are you lock-step with the new direction, product launch, new strategies, approach, etc…?  Or…or…are you the complainer?  Are you the one who talks about how it can’t be done (although, it is good to question a process, but do it respectfully)?

(Remember leaders, those who you are leading are watching your response/reaction to change.)

I think it is imperative, especially those in leadership roles, to help facilitate change among your direct reports.  The human side of change can be challenging, but crucial to effectively forge ahead.

The U.S. Department of Education project roled out a systematic approach to help deal with change.  They suggested that individuals who are faced with change express six predictable and sequential concerns:

1. Information concerns
2. Personal concerns
3. Implementation concerns
4. Impact concerns
5. Collaboration concerns
6. Refinement concerns

At the various levels of organizations, whether for-profit or nonprofit, how are you addressing the above mentioned concerns?  The question isn’t “will” change occur, but “when” change occurs are you ready?  Furthermore, how are you addressing the questions and concerns echoed through the organization?

Your effectiveness as a change agent is to ensure you are educated on the “why’s, what’s and how’s.”

Change is your friend.

Psalms 19: 1-3
The heavens declare the glory of God, and the sky above proclaims his handiwork.  Day to day pours out speech, and night to night reveals knowledge.  There is no speech, nor are there words, whose voice is not heard.

Notice what the psalmist really does here.  He speaks of Creation as a language.  Notice what the text is asking us to do…it is enforcing God’s handiwork…it speaks to us in a language of its own!

I found the below description of God found “in” Creation.  I believe a teenager wrote the paragraphs below.

Very Powerful!

“I have been asked by some how I can be so certain in the existence of a good God, and I have asked them in return if they have eyes to see.  God has woven himself irretrievably into Nature; left his fingerprints behind to show us where he’s been.  His signature is smeared into the curls of the Milky Way, forever circling above the rim of the world.  God has scattered fragments of himself about the earth like a father hides eggs in the yard before his son’s very first Easter; hiding behind a tree with laughing eyes and waiting to see which of the treasures his child will uncover first.

God is crying out all around us.  He is present in the breathless silence of the snow-smothered mountains; he is dancing with the sunlight that shatters on the ocean’s waves; he is hiding in the decaying moss and crumbling shale in the old forgotten places in the world.  No jagged mountain throws its sharp weight against the sky that is not a testament to his goodness.  The entire sum of Creation, each private and individual act of nature, is God waving hello.”

What does a “Winning Formula” look like in today’s economic landscape?

Tom Peters (aka: Management Guru) has an insightful formula for those who are in the workplace, who are choosing to be winners!

Tom Peters says:

People who are 100%, everybody, no exceptions, Receptionist to EVP R&D:

Committed.
Engaged.
Growing.
Learning.
Fearless (unfailingly encouraged to try new things).
Respected.
Trusted.
Appreciated.
Independent-minded.
Team focused.
Focused themselves, even when fresh caught, on the growth of others
Passionate about their work, their mates, and their customers.
Informed.
Open (fanatic about sharing).
Caring.
Committed to EXCELLENCE in everything they do.

And, in turn, that demands 100% “servant leaders,” to shamelessly steal from Robert Greenleaf, who are 100% devoted—as Priority & Job #1—to developing people, in good times or bad—100% of people—who are:

Committed.
Engaged.
Growing.
Learning.
Fearless (unfailingly encouraged to try new things).
Respected.
Trusted.
Appreciated.
Independent-minded.
Team focused.
Focused themselves, even when fresh caught, on the growth of others
Passionate about their work, their mates, and their customers.
Informed.
Open (fanatic about sharing).
Caring.
Committed to EXCELLENCE in everything they do.

Well said, Tom!

A few months ago I did a talk, where I talked about how precious life is…how fragile it can be.  How important it is to savor every moment, especially the time you have with your kids.

A woman named Mary Jean Arian wrote a little piece called “Gift From a Hair Dryer–Reflections of a Mom as She Combs Her Seven-Year-Old Daughter’s Hair After a Bath.” And somehow, it kind of captures what a precious thing life it.

“Comb and dry. Comb and dry. ‘Soon, I won’t be able to do this anymore,’ you say to yourself knowing that the little straight bob must inevitably yield to grown up coiffures and ugly curlers. What will she be like at 14? Where will her hair be blowing then–at 16 and 18? Do you suppose boys will love to watch her hair blow as you do now? And some of them will feel it on their faces. And one of them will marry her and her hair will be spread under the veil, and then, spread out on his pillow.

“And oh, you hate him a little and wonder where he is at this moment, whether he’ll be good to her. They will grow old together. And the gold-brown hair will be gray. And you will be gone. And then, she will be gone–this very hair, that now, your fingers smooth. And all the tears of the world swim for a second in your eyes as you snatch the plug out of the socket suddenly, and gather her into your arms, burying your face in the warm hair, as if you could seal this moment against all time.”

Recently I finished another leg of my journey toward my MBA.  This past weekend I finished a beta class called, Servant Leadership.  The class consisted of people from both George William University and Aurora University.  The group comprised of 6 MBA, 6 Masters of Social Work, and 6 Doctoral of Education students.  What an eclectic group of individuals who contributed a great amount throughout the course.

Below are some pictures of our last class from Lake Geneva, where George William University is located.

Former CEO of Service Masters, Bill Pollard…and me

Bill Pollard and a few MBA students from both Universities

Last class photo…taken on the porch overlooking Lake Geneva

Currently I am re-reading Ken Blanchard’s book, Leading at a Higher Level.  Below are 8 insightful reasons that Ken gives as to why some change efforts might fail in an organization.

1. People leading the change think that announcing the change is the same as implementing the change.

2. People’s concerns with change are not surfaced or addressed.

3. There is no compelling reason to change.  The business case is not communicated.

4. A compelling vision that excites people about the future has not been developed and communicated.

5.  Those leading the change aren’t credible - they undercommunicate, give mixed messages, and do not model the behaviors the change requires.

6. Progress (this is HUGE) is not measured, and no one recognizes the changes that people have worked hard to make.

7. People are not held accountable for implementing change.

8. People leading the change fail to respect the power of the culture to kill the change.

Can you think of other reasons why change might fail?