I read an interesting blog post today at B2C – business 2 community – published by Jim Clemmer (find it here). In his post, the author recounted a leadership workshop that he had facilitated and the discussion surrounding the importance for organizations to “change rather than be changed.” In the post, the author refers to a video called “Shift Happens: Did You Know?”. I had not seen it before but found it quite interesting. I did a quick search on YouTube and found the one below (it looks to be the original, and I prefer the music so thought I’d show it here). The research in the video was conducted by Karl Fisch, Scott McLeod and Jeff Brenman.
Making a difference. That’s what it’s all about. That’s why we’re here. It’s not to make money. It’s not to amass power or might. It’s not to achieve celebrity. Each of us, no matter where we live, have a responsibility to make a difference in this world… to make it better, to make it nicer, to make it more sustainable, to make it more enjoyable.
I just came from the Richard J. Currie Center at the University of New Brunswick in Fredericton, Canada. Today was its grand opening. It is a beautiful, state-of-the-art athletic and convocation facility that is among the best in North America. And it is thanks to UNB’s Chancellor, Dr. Richard Currie, a Canadian business icon, who generously donated approximately $20 million towards its construction.
Few of us can afford to make these types of financial donations. But everyone has the ability to give time, give energy, give passion, and do things that truly can have an impact on someone else. When someone says something as simple as “thank you”… that leaves an impression. It leaves a mark. The recipient feels good. When someone holds open a door, offers a seat on a crowded bus, teaches or coaches our kids, opens a business, or fights for a cause… each of these leaves a mark… makes a difference.
We each have a duty to leave our mark. We each have it in us.
So what are you doing to make a difference… To leave your mark?
This is a sad day in the history of business, of technology, of consumer products, of innovation, of popular culture, and of life.
I never met Steve Jobs. Never even came close to having a chance to meet him. In fact, I’m pretty sure I do not know anyone personally who met Steve. But I admired him. And damn, did he ever give us so many amazing new ways to enjoy life and connect with each other. That is what Apple has been all about.
Last year, I was searching for inspiration for a strategy I was developing for a client and I came across the legendary commencement address that Steve Jobs gave at Stanford in 2005. I shared this in a post about a year ago (here). In his speech, he talked about how “it’s impossible to connect the dots in your life when looking forward… and that you can only do it when looking backward. And that you have to trust that somehow the dots in your life will connect… and trusting in that makes all the difference…” I think of those words often… of the importance of trusting that things will work out, that the dots will connect. Yes, hard work and commitment are critical but in the end, so much is about “belief”… in what could be. Imagine if Steve had not believed in what could be… for us.
Macintosh. Pixar. iPod. iPhone. iPad.
Another one of his quotes, which I have had written on my white board for… 3 years I think. ”Do you want to make sugar water for the rest of your life or do you want to come with me and change the world?” It is said that Steve asked this question while interviewing a prospective executive from Pepsi. I have no idea if it really happened and I don’t really care… ’cause damn straight… I want to change the world! I haven’t yet… someday…
It is certain that the business world has lost a giant, silicon valley has lost a friend and colleague, and that Apple has lost a dear member of its family. I offer my deepest sympathies to those who knew Steve and say “thank you” for what he created for all of us.
My kids have recently rediscovered the magic of Star Wars. When we were away camping in Maine a couple weeks ago, they, along with their cousins, broke out the light sabres and started duelling around the campsites… It was actually pretty fun to watch.
When we returned home, they spent their first two days reacquainting themselves with the 6 movies (in order… for the full effect of Anakin Skywalker’s transformation from young Jedi to Darth Vader). When they were watching Episode 1: The Phantom Menace, I overheard one of Jedi Master Yoda’s most famous quotes…
“Fear is the path to the dark side. Fear leads to anger, anger leads to hate, hate leads to suffering.”
According to one online source, this is his meaning (my abridged version): ”Negative emotions are a result of fear. Understanding what we are afraid of is where we begin to conquer fear, and therefore anger and hate. If we look at the things we hate or that make us angry… and ask why, it will usually lead back to a lack of understanding, and in turn, fear of the unknown.”
You know, Yoda’s teachings on the force and the ways of the Jedi could easily be applicable to strategies for managing organizational change. So much of our resistance to change is about fear of the unknown, uncertainty, lack of understanding… or anger about something we like being displaced or taken away. And don’t forget the resentment felt toward those in leadership positions or in the roles of “change agents”. If we focus more on addressing fear and anger, I’m certain we’ll see better success rates for change initiatives.
If we were to recast Yoda’s words into something like this…
“ambiguity leads to fear… fear leads to anger… anger leads to resentment… resentment leads to inertia… and inertia is the path to maintaining status quo (i.e. failure to change).”
… we might be able to put ideas together to really address the things at the heart of the matter when it comes to change. And let me give you a hint – it ain’t requirements, specs or better features. Think people, spirit, enthusiasm, and feelings… That’s the stuff of change!
Hard to believe but I’ve been M.I.A. for a long time now, having only written a couple of posts in the past year. Yeah, I’m a little embarrassed about it. Actually, embarrassed may not be the right word. I think I’m more disappointed than anything. I really enjoy this outlet but for most of the past 12 months, I’ve had trouble thinking of something good to say here; I’ve struggled with my ‘point of view’… my raison d’être, if you will, from a blog perspective. My biggest problem — I’m probably thinking too much… and writing too little.
And I’ve missed it. So today marks my “do over”… I am going to post more, create more value for you… and think less. This doesn’t mean I’ll be less thoughtful, just that I’ll be focusing more on keeping a continuous conversation going, rather than thinking of the perfect topic on any given day.
You’re trying to implement change… but you’re getting quite a bit of resistance. Of course you are, that’s to be expected. You do what seems natural… you immediately raise the issue within the team and now it’s “all hands on deck” to analyze the situation and solve the problem. Workshops ensue (“we need to brainstorm on how to complete the analysis and eliminate the resistance”… “maybe we should interview the resistors.”). Hold it right there!
Rather than focus on the problems and the resistors… try looking for the bright spots, the successes, the supporters… the good stuff. Gain insight and understanding about why your seeing success. Then, try and duplicate that… again and again and again. Props to Chip and Dan Heath, authors of Switch: How to Change Things When Change is Hard. Check out Dan Heath in this video on Finding the Bright Spots.
For the past few weeks, I’ve been pouring much of my energy into developing a change strategy for my client (they are a large government organization engaged in a fairly large transformation with both technology and business change implications).
When I’m writing something as dry sounding as a strategy document, I like to write it for consumption… not for a shelf… so I want it to have life and have soul. So, I will take a look around for sources for inspiration – be it words of wisdom, little nuggets or even a creative visual for my deliverable. If I can find old speeches from well-known people, it can usually be a good place for quotes, meaningful messages, and, generally, insightful words. And a credible source adds credence to my story.
As I was pulling together thoughts for this strategy, I remembered something from Steve Jobs’ speech at Stanford’s 2005 Commencement (disclosure: I saw it on YouTube not by crashing the ceremony in Palo Alto… though that may have been fun). If you’ve never seen or heard it, check it out:
In his speech, Jobs relates three stories from his life… the first (which covers the first 5:30 or so of the video) is about “connecting the dots.” He talks about how it’s impossible to connect the dots in your life when looking forward… you only do it when looking backward. And that you have to trust that somehow the dots in your life will connect… and trusting in that makes all the difference as you make choices that may take you off “the well worn path.” This seems like common sense, right? Not rocket science? Of course not… it seldom is. It’s so simple that we can easily miss it when we’re in the middle of our own situation.
It got me thinking about how important trust is in an organization… As employees, we place a great deal of trust in our managers because their ability (or lack thereof) to make good decisions will have a direct impact on us and the people who trust in and count on us. Trust is equally important when considering change — new processes, new systems, new products or services, new strategies, markets, …
When I begin work with a new client, one of the first areas I explore is the culture of the organization… do people like each other, do they like working here, do they trust each other and do they trust in their management. If the answer is “no” to any of these questions, it’s a big ol’ red flag. I can tell you with near certainty that change is going to be messy so brace yourself and do something about it. Because if people don’t trust those whom are driving the change, they will not be able to, as Steve Jobs did, “trust that the dots will somehow connect” and they will be very unlikely to want to venture away from the “well worn path” that is their job as they know it today.
So, please… managers… do the things you need to do to create a trusting culture in your organization… because when the time comes for you to consider implementing change that will impact your people (yeah, that’s who it affects by the way… people… not an impersonal, inanimate object that we call a company or organization), you will spend fewer hours, less energy, and less money in a trusting culture than you would in one that lacks trust. And, hey, who knows, people will probably be smiling most of the way. But if people don’t trust you, they won’t change my friend… I’m sure you’ve lived that one before…
