Ten Truths About Change

Although I’ve “officially” been in the change business since 2001, I realize that since my early 20’s I’ve always had a desire to see things (and myself) change for the better. Until I had a chance to learn about the art and science of organizational change with RR Donnelley – I didn’t know there was a structured way to approach change.

Since then I’ve been both a learner and a practitioner and an explorer – of both personal and professional change. The organizations we’ve worked through have provided a rich and varied tapestry of people and projects. Becoming an empty nester, striking out on my own, dealing with destructive tornado losses, working through a failed business and near bankruptcy, and supporting parents and in-laws through end of life transitions have made change a deeply personal matter. And of course, I am an explorer, a reader and a learner – so my book shelves are groaning under the weight of many other’s work on change and transformation.

Stepping back from it all I see that there are a few deep truths guiding my actions – both personally and professionally. I’ve distilled them into our Change Credo that you see on our home page and can download. I tackled each one in blog posts in recent weeks – yet wanted to provide you with a bird’s eye view of the “big picture”.

Above all, I continue to have a deep belief that positive change is possible – for each person, for every family, for all organizations, and for our society and world. Note that I said possible – and not easy. We desperately need individuals who can engage others in crafting a compelling future vision. Next we need individuals with both the desire to achieve that vision and the willingness to work toward it. There are no magic wands, there are no leaders who will “save” us or that have all the answers. However, the types of changes we desire can be possible – once we agree on a direction and put time, energy and effort into effecting the change.

As you read through our Change Credo – you will see that progression. It begins with someone (called a leader) that is willing to step up and out, that is willing to go first and has the skills to engage and involve others in shaping and executing the change. The leader must be the catalyst – and cannot mandate change. Instead they must engage and motivate others. Leadership, in my definition, is not about a role or a position. It is ideal when the individuals in our organizations who have roles of influence exhibit leadership – yet some of the most adept change leaders come from unexpected places.

Change is neither a one person show nor a spectator sport. The “others” must do their part; there is no sitting on the sideline with deep and lasting change. The more hands involved, the lighter the load, the greater the energy, the richer the outcomes, the more lasting the change, the more transformational for all involved. With engagement – things begin to happen. Change is possible. All that are involved are also transformed. And there is a deep learning about our personal power – to shift, to help, to work with others.

And that, my friend, is magic.

I encourage you to check out our blog postings from recent weeks and learn more about the elements of our Change Credo.