A Healthy Leadership Approach to Change - Flexibility

Although we may not want to acknowledge it, Change is inevitable. Because of this inevitability, we can choose to actively resist, accept or actively engage. Research is showing the degree of flexibility an individual, group or organization possesses often times determines the degree of leadership and success.

Healthy flexibility does not mean with each change we bend and adapt in any direction. It does mean that learning how to deal with change more effectively can actually optimize the experience to ensure that the change or the decision not just accepted but is positive.

Here are some simple leadership steps to healthy flexibility:

1. Name the change, clearly and factually. This may seem apparent but often times we notice a difference and move instantly to like or dislike. When we identify the facts regarding the change we actually have specific information that can help us to make more thoughtful decisions. We meet a new person - Fact - meeting someone new is a change. At this point. we don't know if that change is positive or negative.

2. Identify the risks. This the time to do a cost benefit analysis. What are the costs to me, the team, the family, the community or company at large. We often stay focused in the area of what's in it for me and greatly limit the potential affects of the change. This successful business woman wants to join a community wide task force, boat loads of money, short on ethics. What are the risks?

3. Clarify the degree of vulnerability that the change will elicit to all involved. Same example, the resources that the woman brings to the table are quite useful. Providing codes of conduct and standards up front. She joins the group. She attempts to make some decisions that may not align with your standards. The group shares the ground rules. She agrees and supports or gets angry and threatens to leave and take her money. Now, we need to determine the degree of risk

4. Find the healthiest support systems. These support systems need to be internal and external. Thinking through the above situation independently - my vote lose the money and find another source of income. I can lose my money, I will not lose my character. If the group disagrees, I now have a second choice - accept the change or leave . I gracefully and factually share my concerns. The group makes a choice. Desperate for the dollars, the vote is to follow her recommendations. I make the choice to leave the group or the job and still have my character and self respect.

Four simple, but certainly not easy steps. For me this a healthy leadership approach to change.