Most of us have been part of transformational change at some point in our careers. Sometimes we were part of the change, and sometimes it happened to us. But no matter the scenario, one thing is clear: high-stakes change can be traumatic and painful.
The back story of course is rooted deeply in human nature, where major change is in conflict with our instinctual goals of survival.
Reference Maslow or Kotter, and you’ll see the same answer: people don’t like change. Large groups of people .. like any modern organization .. will fight you to the death to prevent it.
21st century factors emphasize new dynamics, of course. We must be more fluid in our processes, nimble in our reaction to the market, more open when it comes to new ideas that don’t line up with our own. Change is an every day thing. Major change will come at us more often.
What’s a leader to do?
Let’s discuss some of the major factors that contribute to lasting transformative change.
- Q1. Transformation often elicts fear of survival. How should this be addressed?
- Q2. Can high-order needs like belonging sustain engagement when lower-level needs like security are threatened?
- Q3. Pace of change is both enemy and ally. What dynamics shed light on the optimal target momentum?
- Q4. What anchors are most effective when it comes to solidifying gains?
- Q5. Can leaders ensure change will last, or is out of their control?
We hope you’ll join us MON 3/28 at 10pm EDT, as we take on these interesting and important topics. As always, we plan for a lively conversation. See you there!
Chris aka @sourcepov