Posted on Aug 2, 2016
How do you make change when you are lacking the necessary support as a leader?
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RP Members and Connections one of the RP Members brought up a good point. What happens if you don't have the support needed to affect change?
Once you have considered the change objectives and scope, you'll also need to consider the specific tasks. Again, the range of possible activities is broad.
How do you gain support for your change initiatives?
What are some the activities you need to make happen?
Here are a couple of examples:
1. Ensuring there is clear expression of the reasons for change, and communicating this.
2. Identifying "change agents" and other people who need to be involved in specific change activities, such as design, testing, and problem solving, and who can then act as ambassadors for change.
3. Assessing all the stakeholders and defining the nature of sponsorship, involvement and communication that will be required.
4. Planning the involvement and project activities of the change sponsor(s).
5. Planning how and when the changes will be communicated, and organizing and/or delivering the communications messages.
Once you have considered the change objectives and scope, you'll also need to consider the specific tasks. Again, the range of possible activities is broad.
How do you gain support for your change initiatives?
What are some the activities you need to make happen?
Here are a couple of examples:
1. Ensuring there is clear expression of the reasons for change, and communicating this.
2. Identifying "change agents" and other people who need to be involved in specific change activities, such as design, testing, and problem solving, and who can then act as ambassadors for change.
3. Assessing all the stakeholders and defining the nature of sponsorship, involvement and communication that will be required.
4. Planning the involvement and project activities of the change sponsor(s).
5. Planning how and when the changes will be communicated, and organizing and/or delivering the communications messages.
Posted in these groups: Leading Change From The Front
Leadership Development
Development
What Would You Do
Support
Leadership Development Development What Would You Do Support
Edited >1 y ago
Posted >1 y ago
Responses: 18
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Colonel Mike Burroughs,
Sir, this is great insight on changing the way you can and how to make it happen. In my previous line of work, I basically kept it simple. Like a good Marine Gunnery Sergeant friend of mine once told when I got selected to Gunny. He told me 3 things not comes back, 1. The Arrow that is shot, 2. The Spoken Word, and 3. Lost Opportunities. Great article and information.
Semper Fidelis,
James
Sir, this is great insight on changing the way you can and how to make it happen. In my previous line of work, I basically kept it simple. Like a good Marine Gunnery Sergeant friend of mine once told when I got selected to Gunny. He told me 3 things not comes back, 1. The Arrow that is shot, 2. The Spoken Word, and 3. Lost Opportunities. Great article and information.
Semper Fidelis,
James
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COL Mikel J. Burroughs
CWO3 (Join to see) Thanks for sharing your thoughts and the information from the Gunny! Great pieces of advice!
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CWO3 (Join to see)
Colonel Burroughs,
You might have run into this Gunny, who is now a Oceanside Police Officer and retired SgtMajor of the Marine Corps. His name was Fairbanks. Like Fairbanks, Alaska. He used to be the SgtMajor of MCRD, San Diego, CA when I was working with the County Veterans Services Office awhile back. Thanks for sharing your thoughts.
Semper Fidelis,
James
You might have run into this Gunny, who is now a Oceanside Police Officer and retired SgtMajor of the Marine Corps. His name was Fairbanks. Like Fairbanks, Alaska. He used to be the SgtMajor of MCRD, San Diego, CA when I was working with the County Veterans Services Office awhile back. Thanks for sharing your thoughts.
Semper Fidelis,
James
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I strongly encourage the nay sayer (s) to join the team, group etc to share their points of views and recommended solutions. Do my utmost to hear and listen to their negativity and treat them as a valued member, been fortunate to gain their support through the years both in the military and civilian world. Not easy! Requires patience and perseverance and a libation or two after hours.
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COL Mikel J. Burroughs
Col Dona Marie Iversen Roger that, but go after the most negaitve and converting them is the key to success and getting those that have influence over others at lower levels on the team as a sponsor of your change or "change agents" works wonders as well. I always like to confront the most negative ones face-to-face!
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COL Mikel J. Burroughs
CPT Chris Loomis I try to pull one out of the hat every once in while - its tough though!
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