It takes more than the title of supervisor, manager, or “change agent” to lead people in the direction of progress. We all want to be in relationships with people, as well as partner with organizations that bring progress to our lives.
Without personal commitment to execute, new organizational plans and initiatives often fail. Execution is assured by establishing clear links between operations, strategy, and team members. Progress leadership means working to understand and communicate how a team member’s personal goals can dovetail with the organization's goals and thus create true commitment that gets the team member to act – because he or she wants to, not because they have to. Progress Leadership means striving to help others find meaning in their work.
“Meaning arises when people bring together what they do with what is important to them.”
-- Viktor Frankl
Also, just because a company is getting bigger does not mean it is progressing. A serious challenge for companies large and small is to progress, and not just change. Moving our focus from change management to progress leadership creates a shift in power from wielding power over employees to creating power among employees. Progress Agents thus create a work culture in which empowered employees are committed to finding what is truly the next step forward.
Goodbye, Change Management.
Contributed by: Dean Lindsay, Award Winning Speaker and Author of The Progress Challenge & Co-Author of Stepping Stones to Success