Sunday, April 24, 2016

Change Leader

     I really enjoyed Michael Fullan's Change Leader.  It was written in simple language with lots of examples to help you understand the key idea of each chapter.  Michael Fullan offers seven core practices that separate the competent leader from a change leader that is able to bring about and maintain deep and lasting changes in an organization.
     Rather than discuss each one of the core practices, I will share a few of the lessons that were the most insightful for my own growth as a leader.  
  • If you want to have any chance of changing a negative relationship you have to give other people respect before they have earned it
  • The lowest paid, and in most companies, the least motivated people, are the ones who can make or break a five-star operation.
  • Leaders are always developing the next generation of leaders as they do today's work.  
  • Change is only a mirage unless people actually experience the reality of improvement.  If that happens, they will expect and do even more.  
  • If you want to challenge people to change, develop a relationship with them first.  
  • You must share three cups of tea before you are accepted in the culture.  The first one is as a stranger.  the second is as an honored guest.  The third time is as family.  
  • Behaviors change before beliefs do.
  • The fall into the implementation dip will be even greater if high aspirations precede it, so strive for small early successes, acknowledge problems, admit mistakes, protect your people, and celebrate successes along the way.
  • Mutual allegiance comes from a commitment to the cause, and people get satisfaction from trying to outdo each other for the common good (and individual pride) even to the point of sharing ideas in a catch-me-if-you-can spirit.  It is magical.  you can have an Olympian spirit without cheating or cutthroat win-lose mentalities.
  • Learn to say I don't know and take the blame, even if it is not your fault.
  • Be indispensable in the right way - by creating new leaders that don't need you and can run with the changes on their own.

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