Do you ACT, right or wrong?

Hello again!

These newsletters are like busses, you don't see one for ages and then.... anyway!?

I hope you are starting to see this as a supportive resource for tips, tricks, and insights on leading change effectively.?

We all know that change can be daunting, whether you're helping a small team adjust to a new way of working or guiding an entire organisation through a significant transformation. That’s why, I want to introduce you to our ACT framework:?Attitude, Choice, and Technique.

These three elements are the foundation of effective leadership in times of change, and by embracing them, you’ll be better equipped to lead your team through any shift because the first person it focuses on is YOU!

In this newsletter, I’ll break down each part of the ACT framework and explore how you can apply it in your day-to-day leadership role.

Ready to ACT? Let’s go! (did you groan as much as I did when typing that ??)

A is for Attitude: The Energy You Bring to the Table

I would like you to read the following sentence a couple of times: Your attitude sets the stage for how your team will receive change. Whether you approach a transition with optimism, patience, and a clear vision or with uncertainty and frustration, your team will follow your lead. In times of change, keeping a positive, adaptable, and open mindset is essential.

Why Attitude Matters:

Change can be uncomfortable. People naturally resist leaving their comfort zones, and as a leader, it’s your job to reassure them that the journey is worth it. A positive attitude creates a sense of possibility, even when the road ahead seems unclear.

Your team looks to you for guidance, so if you’re excited about the change and communicate that it’s an opportunity for growth, they’ll be more likely to embrace it too. On the flip side, if your attitude suggests you’re dreading the process, don’t be surprised if your team starts dragging their feet.

How to Set the Right Attitude:

• Stay positive, but be realistic. Acknowledge the challenges, but focus on the benefits. A balanced outlook is key.
• Lead by example. Show your team how to adapt to new circumstances, whether that’s embracing a new tool, adjusting to a new strategy, or staying calm in the face of uncertainty.
• Practice empathy. Understand that change affects everyone differently. Listen to concerns and be patient with those who are struggling.

Attitude Pitfalls to Avoid:

• Overconfidence. While positivity is great, coming across as dismissive of real concerns can alienate your team. It’s important to strike a balance between optimism and realism.
• Negativity. Complaining about the change—especially to your team—will only amplify their worries. Keep your doubts in check and focus on solutions, not problems.

C is for Choice: The Decisions You Make Matter

Now, let’s talk about choices. You are constantly making decisions, big and small, and creating the environment for your people to make choices,?too.

When it comes to leading change, your choices can have a massive impact on those around you and the overall success of the transition.

Why Choice Matters:

Every choice you make sends a signal to your team about what’s important. From the tools you select to the way you allocate resources or communicate with the team, your choices help shape the culture around the change.

Do you choose transparency and involve your team in decision-making, or do you opt for a more top-down approach? Do you invest time in helping everyone understand the change, or rush through it? Each choice either brings you closer to a successful transition or adds to the resistance.

How to Make the Right Choices:

• Be transparent. People appreciate knowing why decisions are made. Keep your team informed so they don’t feel left in the dark.
• Get input from your team. Sometimes, the best ideas come from those on the ground. Include them in decision-making whenever possible.
• Align choices with values. When your decisions reflect the core values of your team or organisation, they’ll be easier to implement and more meaningful.

Choice Pitfalls to Avoid:

• Indecision. Being hesitant or unclear about choices can lead to confusion. Your team needs clarity, so be decisive, even when the path ahead is uncertain.
• Top-down decision-making. While some decisions are best made at the leadership level, failing to involve your team at all can breed resentment and resistance. Strike a balance between providing direction and listening to input.

T is for Technique: Your Approach Makes the Difference

Last but not least, let’s talk technique. It’s not just about what you do but how you do it. The way you implement change matters just as much as the decisions you make and the attitude you bring to the table.

Why Technique Matters:

Good intentions are great, but even the best-laid plans can go sideways without the right technique. This can be HOW you do anything, is there a right way or a wrong way? Sometimes the only wrong way can be not taking any action.

Have you considered how to communicate updates and support your team? Have you considered how you will role-model the changes?

The right technique turns the right choice into the right outcome!

How to Apply the Right Technique:

• Break it down. Instead of introducing everything, can you break it down in stages? Give them time to adjust to each phase. Different people's comfort levels differ.?
• Communicate often. Provide regular updates to keep everyone in the loop and ensure they know what’s coming next and what’s expected of them.
• Provide support. Offer coaching or training, resources, and a space for people to ask questions. Change is a learning curve, so make sure your team has the tools they need to succeed.

Technique Pitfalls to Avoid:

• Overcomplicating things. Sometimes, leaders get caught up in creating elaborate strategies when a simple, straightforward approach is better. Don’t overthink it—focus on clarity and simplicity.
• Ignoring feedback. Your technique isn’t set in stone. If something’s not working, be flexible and adjust your approach based on feedback from your team.

Bringing It All Together: ACTing on Change

Let’s explore how the ACT framework can help when introducing a new daily meeting rhythm across all layers of the organisation, replacing the traditional weekly and monthly meetings. This kind of change can be pretty disruptive, especially if people are used to a more laid-back meeting schedule. Still, the right approach can greatly improve communication, alignment, and decision-making.

Here’s how you could apply Attitude, Choice, and Technique to introduce a daily meeting structure successfully:

• Attitude: You understand that having daily meetings may initially be met with scepticism or frustration. People might worry that it will eat up time, interrupt their workflow, or feel like micromanagement. You begin by setting a positive tone, focusing on the benefits of more frequent touchpoints—better communication, quicker problem-solving, and faster alignment on priorities. You make it clear that the daily meetings aren’t about adding more bureaucracy but about cutting down on long, inefficient meetings by keeping things short and focused each day. Your attitude is enthusiastic but realistic, acknowledging that it’s an adjustment but one that will ultimately make everyone’s workday smoother.
• Choice: To ensure buy-in, you involve the team in some of the decision-making. You open the floor for input on how to structure the daily meetings—should they be 15 minutes standing meetings or slightly longer if needed? What time works best across different departments? You also give managers the flexibility to tailor their daily meetings to the needs of their specific teams, whether that’s a quick huddle or a more formal agenda-based discussion. By offering some choices within the new structure, you help team members have a say in how this change will fit into their workflow. Involving them in these decisions ensures they don’t see it as just another directive from the top but as something they had a role in shaping. Remember, People protect what they build!
• Technique: You roll out the new daily meeting rhythm gradually, starting with senior leadership and managers to set the example. You coach them on how to run effective daily meetings—keeping them short, focused, and action-oriented. These managers then cascade the new rhythm down to their teams. You allow each department to adjust before it becomes a daily habit for the entire organisation. Everyone contributes and identifies how the meetings should run, emphasising the importance of preparation, punctuality, and sticking to the agenda. Throughout the rollout, you provide feedback channels where employees can voice concerns or suggestions for improving the process. By keeping the technique clear and structured, and making space for feedback, you ensure that daily meetings add value without feeling like a burden.

If you fancy a chat on making this example real for you, ping me an email ([email protected] ) or message me.

By focusing on your attitude, making collaborative choices, and rolling out the new meeting rhythm with the right technique, you ensure that the transition is smooth and well-received. What could have felt like an increase in meetings becomes an efficient, streamlined way to stay connected and aligned every day.

Final Thoughts: Leading Change with ACT

Introducing a new daily meeting rhythm can be a big shift, but by applying the ACT framework—Attitude, Choice, and Technique—you’ll be able to guide your organization through the transition smoothly. Your Attitude sets the tone for how the change is perceived, your Choices engage the team in the process, and your Technique ensures the new rhythm is implemented effectively. With ACT, you can turn daily meetings into a valuable tool for alignment and efficiency, rather than interrupting the workflow.

Join the Change Champions Community Today!

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Be part of a vibrant community that champions each other and leads the way in driving effective change. Register your interest today and take the next step in becoming the change leader your organisation needs!

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Have Fun,

Lee