Name the issue

Hey there, Change champions!

Thanks for the messages responding to my last update.

Hearing you get something out of my posts is always a real kick.????

I've been reflecting on the need for straight conversations about important issues.

In our cancel culture age, there's an enormous emphasis on being respectful and careful with how we approach talking to others, and I'm not mad about that.

However, it will never be resolved if we get too far down the continuum and aren't clear and explicit about an issue. In other words, be kind, but don't pussyfoot around the problem.

For the lighter side of avoidance, look at these hilarious clips from the Australian show 'Utopia'—just pure gold. Watch for the classic quote at 0.59 minutes!

But say you have a General Manager who is constantly changing their mind but seems oblivious to the fact that that's what they do.

The poor employees who try to execute their directives are in a constant state of anxiety and flux.

Staff are getting whiplash; there are so many abrupt changes in direction.

The change manager is playing whack-a-mole with all the new delivery dates and competing objectives.

For self-preservation reasons, employees sometimes reach a point where they don't know whether to act. This dysfunction breeds more dysfunction until effective delivery grinds to a halt.

How can it be addressed? Someone has to have the conversation. Of course, the conversation has to be respectful, constructive, and explicit.

So, how do you tell your boss they're being as consistent as a weathervane in a tornado?

Here's some tips for the delicate convo -

1. Prepare like there's no tomorrow. Gather concrete examples of the impact of their wishy-washy ways. Numbers speak louder than words, especially when those words keep changing.
2. Choose your battlefield wisely. Pick a time when they're not in the middle of their 15th mind change of the day. A calm environment is critical - suggest a coffee chat outside the office, where the only thing brewing is the conversation.
3. Start with a compliment sandwich. Begin with something positive: "Your ability to consider multiple perspectives is impressive." Then, slip in the criticism between two layers of praise, like hiding spinach in a delicious sammich.
4. Use "we" language. Frame the issue as a shared challenge. "We seem to be facing some difficulties with project direction." It's not you vs. them; it's both of you vs. the problem (even if they are the problem).
5. Provide a solution, not just a complaint. Suggest a decision-making framework or a "cooling-off" period before significant changes. You're not just pointing out the issue; you're offering a life raft in the sea of indecision.
6. Practice active listening. Give them a chance to explain their perspective. Who knows, maybe there's a method to their madness, or perhaps they're unaware they do this, let alone the havoc it causes.
7. Use metaphors creatively: "Our team feels like we're building a house, but the blueprint keeps changing after we've laid the foundation." Visual representations can drive the point home without being too pointed.
8. End with a clear action plan. Agree on the next steps and follow up. Without this, your conversation might not be as effective as their decision-making.

Of course, if you don't have the relationship to have the chat, don't do it.

But form a support coalition and find the right person to have it!

Change management isn't just about managing change - sometimes, it's about changing the manager.????

Good luck, and may the force of constructive feedback be with you!

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I don't know how many of you keep up with Change Compass, but they post a lot of great free content.

They were founded by Euan Wu, who strikes me as not only a great talent but also a very nice and generous guy.

Here's a recent piece about behavioural change that was insightful and practical (my favourite combo!).

Finally, if you're new here and found the book, 'Change Management that Sticks' useful, please consider leaving a review.

The Amazon algorithm is an exacting mistress. Reviews are a huge help.

Here's the link to review - Review Your Purchases (amazon.com)

Until next time, keep calm and change on.??

To your change success.

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