Leadership: 5 Keys to Succeeding With Leaders Who Crave Change
by Kate Nasser |
Time after time we read how people hate change. Yet there is a small percentage who love change to the point of craving it. Have you ever met one? Have you ever worked for one?
If you work for leaders who crave change and you are not one, you are probably very aware of how you feel. Some compare it to being on a runaway roller coaster or constantly playing musical chairs. But do you know what feelings drive these strong change agents?
Succeeding with leaders who crave change is easier when you can see inside their mind.
The Feelings of Leaders Who Crave Change
- The Better Unknown. While the status quote comforts you, discontent churns inside those who crave change. They have an inner sense that things could be better so why stay the same? To deal with this, ask them for specifics. What are they picturing?
- Status Quo Doesn’t Really Exist. Those who crave change see everything changing around them and believe that there is no such thing as standing still. They see what is changing when others don’t. They feel awake and living IN the change and see inaction as risky. To deal with this, ask them what they see that you don’t.
- Change Is Exciting. Those who crave change believe that everything is exciting in the beginning then the glow of energy fades. They don’t understand why anyone would stand in the fading shadows when they could be part of the exciting energy.
- Find The Treasure. Many who crave change wonder what gems are hidden in the future. They believe it’s worth exploring even with whatever trouble lies ahead. They are conceptual treasure hunters. To deal with this, ask them how you can all deal with the trouble that may arise.
- Dig Out of the Rut. Those who crave change see the status quo as a breeding ground for apathy. What feels like comfort to you seems like malaise to them. They want to dig out of the rut and feel frustrated with others who don’t. To deal with this, explain that you need time to process and implement the change. It doesn’t always mean you are apathetic, dragging, and lagging.
When emotions of change leaders are opposite to those they lead, stress increases in the gap. Communicating about the opposing emotions brings everyone to a tangible plan on how to manage the pace of change.
It won’t stop the changes (as you may be hoping) but it will allow you and the leaders to discuss a balance of everyone’s needs without sacrificing the success of the organization.
The diverse answers to this question paint a canvas of the struggles of organizational change.
From my professional experience to your success,
Kate Nasser, The People Skills Coach™
©2012-2016 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email firstname.lastname@example.org for permission and guidelines. Thank you for respecting intellectual capital.
Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.
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