JOIN US to Become an
Even More Powerful Change Agent!
The CQ Certification Workshop
June 11-12, 2014
at The Brief Lab
in Suburban Chicago
Only 4 seats left - Registration deadline is June 6!
Leaders who get CQ get results.
Consultants and coaches who get CQ get results for their clients, teams,
Last month I had the honor of speaking at the Association of Change Management Professionals Global Conference
I was thrilled that a key theme emerged that is very close to my heart (and head and hands - wink) - that is, the distinction between Change Management and Change Leadership, and how critical it is for Change Leaders "knowing themselves" to be optimally effective. This of course is the bottom line message of the CQ/Change Intelligence System - that what so often looks like resistance in others, is a lack of effective leadership behaviors in ourselves: that we as change agents are not giving people what they need to "get it" (engaging the brain - the "what and why" - the vision and strategy), to "want it" (inspiring the heart - the "who" - the hopes and fears), or to be able to "do it" (helping the hands - the "how" - the training and tools).
During the keynote and the plenary panel and several of the breakout sessions, thought leaders stressed the pivotal impact of developing ourselves as Change Leaders. Unfortunately, most change-based training programs focus exclusively on "Change Management" and exceedingly few on "Change Leadership." Change Management is the methods and tools of change: and these are critical to get
the job done. Yet, being savvy in deploying a Change Management Toolkit is best viewed as a baseline
competency - what we need to be nominally effective at a very basic level.
What we need to be optimally impactful is to hone our Change Leadership capacity. As an example, this is the distinction between drafting a Stakeholder Engagement Plan, versus being able to genuinely engage stakeholders at all levels, from the C-suite to the front lines and across functions and geographies.
I love NeuroLeadership founder David Rock's observation that Change Leaders "think globally, act locally, and panic internally"! When I train leaders in Change Intelligence, we spend a lot of time diagnosing and developing our strengths, blind spots, and coaching opportunities to enhance our competence and confidence - and reduce our stress and frustration. Quick example: an IT project manager I coached had the epiphany that emailing a quick reference guide for a new procedural change wasn't quite enough to encourage adoption by end users (in other words, he provided a training tool that helped the hands, but completely missed the opportunity to show people why the change was necessary from a business sense as well as to engage with them to communicate why they should care). In his words, "maybe it wasn't them resisting - maybe it was me not leading - who knew?!"
At the ACMP Conference Dean Anderson, Change Leadership expert talked about wanting to "curl up in a ball on the floor" during extremely challenging change initiatives - and how being in touch with our emotions at such times - instead of avoiding them - is the only perspective that will enable us to truly serve our clients - and to take care of ourselves. During the contracting process with clients, he not only agrees with them about transformations he will help them achieve - but also transformations he wants to attain for himself as well! (Join me when I host Dean Anderson as part of our ACMP Chicagoland Chapter webinar series to learn more!)
Here are some provocative questions to inspire both your own personal self-reflection as well as coaching conversations with clients, on your Change Leadership journey:
- Am I aware of my own emotions in the face of change? Do I deny or explore them? What are they telling me and how can they lead me to the solutions I seek ? How can allowing myself to feel what I feel help evolve me into an even more powerful Change Agent?
- Are the leaders/sponsors of your change initiatives "doing as they say others should do?" Are they catalyzing or crushing commitment? Is there an opportunity for you to have a courageous conversation with a leader you are working with? If so, what would that be? If so, what's stopping you? What would you do/say if you weren't afraid?
- People in organizations today are hungering for a sense of humanity - what can you do in your change work to keep the human element at the forefront? Would it be worthwhile to not just create a Stakeholder Plan, but also an Empathy Map delineating change impacts? Is the human element in change being considered at each step and decision-point along the way?
Change Leadership is the central focus of the CQ Certification Process. If the time is right for you, join us for our upcoming workshop on June 11-12. I invite you to listen to an informational / Q&A webinar I conducted on the CQ Certification Process, and also to read about the details on the website. Of course please contact me directly to explore whether learning about CQ would be a valuable next step for your leadership and to equip you to coach clients, facilitate teams, and foster transformation.