How not to 'be the guy' or gal!

Kia ora (Hi there), Change Wranglers

I'm back!

Have you ever found yourself being the person everyone turns to when things go pear-shaped?

The one who ends up with a to-do list longer than the queue at a weekend sausage sizzle at the Mitre10 (hardware store)?

If you're nodding along, chances are you've fallen into the classic change manager trap – becoming 'The Guy' (or Gal) who makes everything happen.

But here's the thing: true change management isn't about being a superhero in business casual.

It's about creating an environment where others can step up and shine.

If you prefer to listen to this newsletter as a podcast click here.

The Ego Trap

When you start, there's something dead gratifying about being the go-to person, the one with all the answers, the fixer.

Until it's exhausting.

And you just can't do it anymore.

When our egos drive our change management style, we create dependency rather than capability.

We become the bottleneck rather than the enabler.

And before you know it, you're working yourself to the bone while your project team sits back and waits for instructions.

Making the transition to coach from 'doer of everything' is complex because yes - you have to BE capable, to develop others capability.??

From Hero to Guide

So, how do we shift from being the hero to the guide? The book has lots of ideas about this, but here are some practical ways to help others find their leadership mojo:

1. Spot the Gold in Others

Take a minute to really notice what makes each team member tick. Is Hemi brilliant at getting stakeholders on board? Does Sarah have a knack for translating complex ideas into simple language? Once you spot these strengths, create opportunities for them to be showcased.

"Hey, Hemi, the executive team connects with you. Would you be keen to lead the next update session?"

2. Ask, Don't Tell

When someone comes to you with a problem, resist the urge to offer a solution immediately. Instead, try:

"That's a tricky one. What do you reckon might work here?"

This simple pivot helps others develop their problem-solving muscles and signals that you trust their judgment.

It also reinforces breaking the habit of defaulting to the MacGyver role (sorry to younger readers, if you're keen, look up 80's cult shows!).

3. Celebrate the Small Wins

When team members take the initiative, acknowledge it publicly. A quick shout-out in a meeting or an email can work wonders:

"I wanted to acknowledge Kelly for stepping up to tackle the reaction in the finance team last week. That conversation could have gone far south, but she handled it beautifully."

The Art of Letting Go

Letting go isn't about abdicating responsibility – it's about creating space for others to step into their power.

Create permission for others possibility.

Initially, it might feel a bit dodgy, like you're not doing your job properly.

But remember, your job isn't to do everything—it's to create the conditions for change to flourish.

This might mean:

• Tolerating approaches different from your own.
• Accepting that something might take longer while someone learns (build in contingency where possible to make this work).
• Being comfortable with a solution that's good enough rather than perfect.

These steps are how you future-proof your career to stay in the game long enough to be a safe pair of hands.

When It All Goes Wrong

Sometimes, when we step back, things don't go as planned. Maybe deadlines slip, or someone drops the ball. In these moments, resist the urge to swoop in and take over.

Instead, try: "I notice we're running behind on the communication plan. What support do you need to get back on track?"

This approach maintains accountability while offering support – all without undermining their ownership.

Finding Your New Role

When you're no longer 'The Guy,' who are you? You're the coach on the sidelines. The gardener creates fertile soil. The producer rather than the star of the show.

Your value comes not from what you accomplish but from what you enable others to achieve.

And there's something satisfying about watching someone tackle a challenge they never thought they could handle – knowing you helped create the conditions for their success.

Sweet As: The Rewards of Enabling Others

When you master the art of enabling rather than doing, magical things happen:

• Change sticks because it has multiple champions.
• People develop skills they'll carry forward to the next initiative.
• Your organisation builds change capability that outlasts any single project.
• You avoid burnout and might even get to use some of that annual leave you've been banking.

So next time you're tempted to be 'The Guy,' remember that the most powerful thing you can do is create space for others to step up.

Your project – and your blood pressure – will thank you for it.

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The February discount on my two digital courses is still running.

You haven't heard from me for a couple of weeks, as I enjoyed the best that New Zealand's February summer had to offer. Pic here.

So, I'll keep the discount running until the end of next week (yeh, even though it's March).

Buy either of my courses 'Sell Change with Confidence' or 'Effective Change Impact Assessments', and receive a ten percent discount.

Enter the code FEB10 at checkout to receive.

'Sell Change with Confidence' gives you practical techniques to win hearts and minds, influence key stakeholders, and build genuine enthusiasm for change initiatives. You'll learn proven frameworks for crafting compelling change stories and handling even the toughest stakeholders.

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If you've ever wanted to learn practical change management skills and get the change playbook from someone with thirty years of delivery experience, now's the time!

To your change success!

Your change fairy godmother, Barb ??♀??

Helping good people navigate choppy change waters since before flat whites were cool.

PS A big shout out to those who messaged me after the last newsletter to say you enjoyed the read. Thanks for that. I read them all and appreciate them! Keep your ideas on topics for future newsletters coming; it's a big help.??

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