Your organisation doesn't need more Post-It's?; it needs more progress!

Walk into most organisations right now and somewhere, I guarantee, there will be a wall full of Post-It's?. 

Gone are the days when these simple yellow squares were used to capture quick notes, temporarily stuck to a document, and instead they now represent something more significant - your organisation's ideas, priorities, user stories, value and ultimately investment decisions. 

Who would have thought that the future of your organisation could come down to something someone scribbled on 3 x 3-inch square, and they even come in different colours too!

Now I am the first to confess that I have used my fair share of these self-adhesive solutions over the years, but I've also seen many written, that ironically never move. Not because the Post It's? are sticky, but because your organisation is too. 

You see, many organisations are embracing new ways of working, but they are failing to fix the reasons why they weren't making progress using the old ways of working either. 

Things like a lack of clarity, commitment, or confidence in their ability to get shit done exist regardless of whether the idea is on a Post-it? or in a PowerPoint. 

So what can we do? 

Organisations that really want to change need people capable of doing it. It's not a set of principles or a framework, it's a leadership skill that you prove in the same way that you show that you can manage people or a P&L. No one makes it to the top as "Chief Post-It Pusher," they make it because they buy into ideas, build credibility in their ability to deliver and are connected with the right people to influence the outcomes that make real progress.

What you need to lead change

Everything you need to lead real change is right in front of you. There's your ideas, your organisation and ultimately you. The person that you look at in the mirror every morning. 

Your ideas, what is on Post-It?, has to have credibility, people need to feel connected to it if you want to stand any chance of getting their commitment. 

Your organisation, who you need onboard, are crucial if you want to make progress in a collaborative rather than conflict driven way. 

And finally there is you, you're the only one who can decide how to get your idea over the line and make the progress you (and everyone else) is looking for. 

It's not about the Post-It?, it's about you.

How to lead change and get buy-in to your ideas

After 20-years leading significant change in organisations around the world, my biggest lesson is simple "The idea is the easy bit, delivering it is a bitch."

And I imagine it's the same for many of you. 

The Project Management Institute estimates that $98m in every $1bn is wasted on poor delivery and the Change Management Institute reports similar failings in their space too. To lead change effectively, we still need to start with good ideas, but it's how we get our organisations onboard and drive the concept that really makes the difference. 

To deliver significant change, you have to take your idea and follow 9 simple steps

1. Credibility - Is your idea credible? What can you do to build peoples trust in it? Overcome any fear or uncertainty that they have.
2. Clarity - When you look across your organisation, are you clear on who you need onboard to support your idea? What do you need to do to give them clarity so that they become a help rather than a hindrance?
3. Confidence - If you are going to raise your head above the parapet, you need the confidence to back your idea up. Your idea may be great, but if people sense a lack of confidence in you, it's brilliance won't matter.
4. Connection - Why should anyone care about your idea over any of the others? Chances are it's not the only Post-it? so what can you do to get them emotionally attached to yours? Are there any stories you can tell or evidence that you can point to about why your idea matters?
5. Competence - There are plenty of kick-arse ideas out there, but your organisation has to have the ability to deliver it else it will wither and die. What skills and capability do you need not to just get it over the line, and deliver the change you a proposing well?
6. Clout - You have to be able to influence at all levels - your teammates, your leaders, your peers. What do you need to do differently so that people listen to you and respond to the change you are proposing?
7. Commitment - You need people actually to say they are committed. Not "sounds like a great idea," and then they leave you to it. Seek out the people you need and ask for their commitment. If you don't spell out the engagement you need, chances are you won't get it. 
8. Contribution - Once you have your organisation onboard, what input do you need everyone to make? To many of us push hard in isolation to "get things over the line" rather than being clear on the help we need from others. If you don't make it obvious what you need, chances are they will keep themselves busy on other ideas, rather than making progress with yours.
9. Courage - Once you have everyone on board with your idea, and you're leading the change, you need the courage to stay the course when it inevitably gets hard. You need to be willing to have tough conversations, make big decisions, and keep things moving forward.

The next time you write a Post-It? and stick it on the wall, don't just focus on what it says, think about who you need and how you are going to lead it to make the progress everyone needs. After all, if your organisation does't see progress delivering with new ways of working, there will no doubt be newer ways to do it soon anyway!

If you would like to read more about leading change, or would like more information on each of the 9-steps check out my book Buy-in: How to Lead Change, Build Commitment & Inspire People. Visit my shop for more information.