Leading Change and Transformation

Leading Change and Transformation
(from Traveling the Path of Change: 7 Signposts to Leading Transformation by Miriam Gilbert)
copyright@2007 MiriamGroup Executive Advisors

Second Key: Vision
We as living human beings are in constant change and growth. We change to grow, we grow and change. Everything is going through change. The earth is changing under our feet. The universe is in constant change. All life, forms, grows and transitions. We are all part of that transformation and growth. And, so are our organizations. We tend to be on a continual quest whether consciously or not to be who we are meant to be. We as leaders desire to develop and grow our organizations to be the most they can be.

We grow physically, mentally and emotionally and spiritually. When we transform/change/grow in any one of these areas we change all of the others. And it takes effort. The more conscious and focused the effort the more rapidly change occurs. Change is slower when intention is lacking or scattered. For example, water transforms and reforms from steam to water to ice and back again depending on the energy/effort applied - in this case heat or the lack of it. At each transition point for the molecules of water to change states, say ice to water, energy is required just to transform to that new state - ice to water or water to ice either way, heat/energy/effort is required. With more heat or focused energy, change happens more rapidly.

So how do we walk that path of change in a way that uplifts, enriches and transforms? We begin with the vision - focused intention. The clearer that vision the more focus the intention and energy. Change happens on a faster and grander scale with a clear focused vision. And the vision must be saturated in that intention for change that is uplifting, enriching and transforming to be set in motion.

Leaders of Transformation

True leaders have a vision of their organization at its best and continual desire for the fulfillment of that vision. Leaders are like gardeners, they tend and nurture the seeds to sprouting and then on to mature plants bearing fruit. The gardener has a vision of the fully developed garden and the focus. Care and tending of the garden leads to growth and change from mere seeds in the ground to a rich bountiful garden. Leaders hold that vision for their team and organization.
Communication with ones organization is the water and nutrients the garden requires to grow. And, communication must occur consistently throughout the change and growth process. Great leaders share that vision often empowering their organization to participate in the unfolding of their potential.

When is it time for change?When that quiet voice of inner knowing expresses itself the very first time this is the time for change. Not after the third time or the fifth time when we have that "unexpected" experience that forces us to change. But the very first time. And, this takes practice if you have been trained to only listen to the loudest and most annoying calls to action. But following that lead above all others engenders a trust that quiets the loud calls from our mind to maintain status quo.

What should motivate change?
In order to know what motivates, we must first look at the contrasting situation. What is not working causes fear and doubt. Fear and doubt stalls if not completely stops change and especially transformation. Fear results in withholding. Doubt is the result of fear. Fear of being present with the current situation. Fear of inability to survive in a changed environment. Ultimately,if we look deeply, is it the fear of no longer existing? The opposite of fear is love, compassion - a strong desire for a better way... and a vision. Change requires a modification to the current situation. Transformation requires a vision.

What does motivate?
A pull toward a sense of fulfillment. Not running away. Running away sets up patterns that repeat themselves until we learn to work through or let go of what we resist. And sometimes we resist what we are here to do.

A deep desire based on a full awareness of the end result. Not change for the distraction. Sometime we find ourselves making a change as a distraction as a form of denial of the true root cause of the discomfort.

We all know that the distance between where we are and where we want to be creates an energetic harmonic dissonance that encourages and empowers change. And, taking action toward the desired result without completion or release with the current situation only creates more of the same and is just an illusion of change. How many times have we seen companies "reorganize" in hopes of resolving issues within the company? When in actuality the names and titles have changed but the underlying issues are still there and results in the same problem.

Change that is powered by a complete vision of the outcome as if the change has already occurred and the future vision exists now - this is a true motivating vision for change.
In fact when a leader has this experience, action toward the change comes naturally and with ease for the leader - maybe not so easy for those following if they have not yet experienced the vision. This is the time for consistent, complete, and confident communication, communication, communication of the vision. Without it the seed will not grow within a team, organization, community, or country.

True and necessary change is led and guided by the heart. Expressed by that quieter voice and powered by an inner experience of fulfillment and joy. The true call for change comes from the calm within the eye of the storm, the peace among the chaos. Human nature is growth and change. Be still and listen and you will know.

What would you do if you could do anything you considered meaningful and there was nothing to stop you?
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MiriamGroup – “Guiding Leaders Along the Path of Change”
www.MiriamGroup.com