This is a reminder to leaders who are attempting to lead change. If you miss this one principle you can greatly damage the effectiveness of change or even your reputation as a leader in the change.
It’s simple, but it is powerful. Huge.
Here it is:
The speed of change is always relative.
See, I told you – simple. No rocket science here, but you must understand this when leading people through a change process.
As the leader, or someone on our team, I may feel like we are moving at a snail’s pace. It’s taking forever. We are spinning our wheels and not getting anywhere fast.
At the same time, others may feel we are moving at rocket speed. Change is coming so quickly they cannot process it in their mind. They feel the world – or this change – is out of control.
Perception to the speed of change is relative to:
-- A person’s propensity or aversion to change.
-- The degree of comfort established in what we are currently doing.
-- Who or what initiated the change.
-- The perceived size of the change.
-- The degree of personal risk involved.
-- How the change is implemented.
-- My understanding of or buy-in to the “why” behind the change.
-- The level of personal sacrifice involved in the change.
-- The trust established in current leadership.
When you hear people talking about how fast or slow things are changing, remember their response is relative to their individual context.
Understanding this one principle will help the leader be more sensitive to the reaction of others. It will help him or her with casting vision effectively. It will protect the leader from the perception of “running over people” with change.
This one understanding will make you a better change leader.
Think of this principle – the speed of change is relative – in your present context.
