During certain moments, the future dramatically intersects with the present, challenging old consensuses with new realities. This collision often leaves us disoriented as both individuals and institutions grapple with pervasive shifts that extend beyond just technological advancements like AI. This change is deep, crossing all borders and sectors.
In 2000 I had my own version of a future shift. I moved to Utah to lead a typical Presbyterian congregation. However, as you might suspect, Utah is a very different from the one I had grown up in and had prepared for working in. I faced a choice: cling to the old ways and comfort myself with preserving tradition, or adapt. This shift didn't mean abandoning my core beliefs or to become a different personality; but, it did force me to adjust my approach. Over 16 years in Salt Lake City, I learned how organizations could adapt and thrive in unanticipated environments.
Leading a company, congregation, or nonprofit through such global shifts can be challenging. People often become anxious, leading to unpredictable behavior. Preparing for this means expecting some fear-driven actions and maintaining readiness to manage them effectively.
Effective leaders during these future shifts exhibit these qualities:
- Calm: Stay composed even amidst widespread anxiety. Avoid being drawn into panic and doom. Instead, remain a stabilizing force, like a parent who calmly manages a toddler's tantrum.
- Centered: Use simple techniques like mindful breathing to observe your stress and stay grounded.
- Clear: While you may not see the entire path ahead, ensure you have a clear next step. This can be likened to navigating a whiteout on a ski slope by following visible flags one at a time down the slope.
- Creative: Embrace the uncertainty of the transition. Combine elements of the old and new worlds creatively to navigate the change effectively. Recognize the excitement in these challenges and inspire your team to achieve more than they believed possible.
Step-by-Step Guide for Leading Through Change:
- Assess the Change: Understand the nature and impact of the change on your organization. Gather information and perspectives from all levels within the organization.
- Communicate Clearly and Often: Keep communication lines open. Regularly update your team about the change, the reasons behind it, and how it will affect them and the organization.
- Set Clear Goals: Define clear, achievable goals for the change process. This helps in providing direction and a sense of purpose.
- Empower and Support Your Team: Encourage initiative and provide the resources needed for your team to manage through the change. Support them by addressing concerns and providing training if necessary.
- Celebrate Milestones: Recognize and celebrate milestones as you progress through the change. This boosts morale and encourages continued effort.
- Solicit Feedback and Adapt: Regularly ask for feedback on the change process and be willing to make adjustments. This shows that you value your team’s input and are committed to making the transition as smooth as possible.
- Reflect and Learn: After the change has been implemented, reflect on what went well and what could be improved. Learning from each change process can strengthen your organization's adaptability and resilience.
- Foster a Culture of Flexibility: Encourage a culture where change is expected and embraced as part of growth. This mindset can significantly ease future transitions.
- Have fun: Change is both challenging and exhilarating.
Summary: We are currently leading in a world where the future is coming towards us incredibly fast. It's a challenging time, but also one filled with opportunities for those with clarity and courage. Join the Nonprofit Leader community on Substack
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Helping Churches Thrive in the Digital Age | Digital Ministry Consultant.
6 个月This is a great article, I love the line "Embrace the uncertainty of the transition" - so often when transition comes we react (i.e. see it as a threat) rather than respond which re-frames it as an opportunity. I also love how you place such an emphasis on creativity. Do you see that as a trait that is sadly lacking in many churches? In what I do with church media and digital ministry, I often see people wanting to emulate what they see being done elsewhere rather than looking at what is right for them and using their creative muscle to do so - which is much harder BUT much more rewarding.
Interim Executive Director/Non-Profit Leadership| Supporting non-profits with their transitional leadership needs| {Clearing the Chaos, Bringing the Clarity}
6 个月Sam I love this piece! On point and so relevant! Thank you. I am reposting!