2025 Leadership Trends - Change Leadership/Change Agility
On last week’s episode of the “Monday Leadership Bridge,” the following 5 statements were identified as 2025’s “Leadership Trends":
Let’s tackle the first two bullet points first.? Essentially, it’s always about CHANGE.? Of all classes I have ever developed, this one has had 8 different incarnations.? This subject is constantly being finetuned with new information.? Better research and information are available compared to the early “good” years of the internet around the late 1990s.?
Take a quick moment to read and let these CHANGE statements sink in:
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Each bullet point makes complete sense when it comes to Change.? Its why Change is so hard.? And sadly, Change is a constant, almost daily occurrence.? Yet somehow, Leaders fail consistently at it.? Of the 8 points above, I want to double down on three of them.
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Leaders crave change more than most people do because they’re, well, leaders.
It’s what we do as Leaders.? We are engaged to lead change.? Automatically, even if we have doubts about the potential outcome of the change, we know it’s our responsibility to lead our Team Members into that change.? Thus, we know the possibilities of what that change could be.? And as a leader, we then need to communicate that change effectively.? More to come…(spoiler warning...change is always about communication).
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Usually, no more than 10% of the people you lead are opposed to change.? Loud does not equal large.
Let’s say for example your Team Members number a total of 10. There’s a strong possibility that only 1 is going to oppose the Change.? Not bad.? Goes along with that old saying, “You aren’t going to please everyone, and you shouldn’t try.”? Unfortunately, that one person could also be very “loud” in their reaction to the Change.? Keep at the front of your mind that there are going to be far fewer people opposed as to those that will support the Change.
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Buy-in happens most fully when people understand why, rather than what or how.?
People want to know why the Change is taking place.? Not so much worried about how or what the Change will be.? “Why” do we have to Change from where we are now or what is working now or what we’ve always done?? Here’s hoping you have a good business reason why.? Otherwise, why are you doing it??
Next week, a simple tool that will help you determine the importance of each Change and how you should work towards it?
Cofounder at OppAgent / Partner at Withers Comedy
1 个月Oh boy, as an improv instructor this is right up my alley. Love this post and it's great point about leaders liking change more than most.
Really a coincidence that I found your post today, Patrick. Just yesterday, I wrote about change in organizations and how every organizational culture has antibodies that fight change like a virus. I think it's one of the most critical yet challenging leadership themes.