Month: November 2017

ACHIEVING CHANGE IN AN UNCHANGEABLE ENVIRONMENT

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I recently began a new job with a large organization. The organization is somewhat unique to me because it consists of two legacy organizations each made up of multiple companies. Each organization operated independently until recently when ownership decided to merge the two legacy organizations into a single corporation with shared visions and goals.

“Change is achievable in any environment, as long as all layers are iniated in the change process.” – Denis Baker

I was hired to help create a transformational change where safety and health are Fotosearch_k27534040integrated into the entire operational culture. I believe this is the only practical method for achieving safety and health goals and ultimately an incident-free culture. Safety and health should never be “first” or a “priority,” but rather a core value integrated into the culture of the organization. You see, priorities change, values do not and first is not always. I often use a pie analogy to visualize this. The pie is divided into equal pieces, with safety and health having an equal slice of the total pie. No more, no less, but equal.

Whether your profession is safety or finance, the successful process of change is the same. Here are 10 principles to follow when initiating change. Execute these, and your efforts will be made fruitful.

1. Have compassion and understanding. Regardless of circumstances, change is scary, and you represent a terrifying unknown. Every location I visit, after we complete the professional introductions and small talk, I am met immediate resistance. And most will try and distance themselves. When I begin touring, asking questions and making suggestions, encounter looks of concern or frustration and often hear, “but that is not the way we do it,” or we’ve always done it this way.” To help soften my perceived impact, I often encourage their suggestions or solutions. This creates a great team-centered environment that allows them to consider any of my initiatives. Probably, the most important thing I’ve come to realize, is their reactions aren’t personal; they are just responding to an uninvited change.

2. Reach out and connect with those affected by the change. Success in anything cannot be achieved without effective relationships. Before a relationship can begin, one must first connect with the person or group. Do this by identifying common ground. Look for small wins that build respect and credibility.  In the beginning, change can be frustrating for both sides. It will be tempting to simply brush off questions or concerns, because you may feel it is easier to just do it. And it is. However, I BEG YOU to RESIST that urge! No doubt we want quick results, but you’re better off starting slow and finding common ground. Find opportunities for one-on-one interactions. For change to be successful, connecting with those affected requires consistent, realistic, heartfelt conversation.

3. Influence the influencers. Influence those who have influence, without neglecting the others. Pay attention to group dynamics and identify the influencers. Identify who they are, and get to know them immediately. Learn what they value and be transparent in addressing their needs, concerns or wants. Just remember, you can’t do or control what you don’t control.

4. Expect resistance and don’t ignore it. Resistance is always present for any change, especially culture change. Don’t think it will go away on its own, it won’t. In fact, if left unattended, it will multiply and infiltrate the entire organization. Once this occurs, your job just got tougher. Meet with the discontent. Put your pride aside and listen. Address each issue as it comes up, but don’t make any promises or commitments you can achieve. If that happens, you just lost all the trust and respect you’ve been working to achieve. Gain buy-in by understanding the reasons getting buy-in for your vision and goals for change. Realize that most of the resistors are the influencers.

5. Communicate your values. In the safety profession, it’tempting to withdraw when you encounter conflict, but you have to do the opposite. You’ve got to overcommunicate. Look for ways to demonstrate your values as you explain your vision. You want to reassure people that your principles are positive and show where your values align with theirs. The key is to be steady, positive and consistent.

6. Learn from other leaders. How do others achieve change? Read, ask and network, looking for ways and ideas that might work in your situation. I often tell people to go with their gut. Meaning, if your intuition is saying yes or no, then follow that “gut feeling” and move forward. As we say in the safety profession, “steal shamelessly.” Great leaders learn to steal the best ideas. Remember, their approach or tactics are vetted and proven.

7. Go forward boldly. Don’t be afraid to make mistakes. (Just be sure to fix them faster than you make them!) Stop and assess yourself, your process and your progress often, and course-correct as needed. Mistakes are inevitable. Keep it moving.

8. Prioritize and act. Identify the one or two areas where you will receive the greatest benefit and make that your priority effort. However, always evaluate your progress, the level of reception, the level of effectiveness and be ready to make changes as needed.Remember you are the change agent, you must be willing to change.

9. Create wins for the organization. Never underestimate the power of early victories. They give people confidence to keep pushing forward, even though turning the ship is hard. Achieving an early win builds momentum. People trust leaders with a proven track record. They will accept changes from people who have led them to victory before. Remember, it is easier to steer a moving train than stop it.

10. Identify and equip other leaders. If you want to sustain change and start building momentum, you must start developing and equipping the leaders. This is something many organizations fail at. We take the best worker and make them the leader. Great principle, but horrible execution. We tend to neglect the coaching and training needed to make that person successful. Look for those who rise to the top and pour into them your coaching and mentoring efforts to see them become the best leaders possible.

When I am looking for a job, I tend to identify companies where change is needed. In Fotosearch_k21722018fact, I have been a crucial part of at least six organizations where a cultural change was required. I approach each opportunity by implementing these 10 principles. Execute these 10 principles and watch change take place.

Influential Leaders Never Use These Phrases

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Believe me when I tell you that I can offend even when it is meant for praise. We’ve all said things that people interpreted much differently than we thought they would. These seemingly benign comments lead to the awful feeling that only comes when you’ve planted your foot firmly into your mouth.I recently read an article by Travis Bradbury, author of Emotional Intelligence 2.0. It offered insight into what to say in a conversation. I thought I would share some highlights with you. 


1. “You look tired” – Tired people are incredibly unappealing — they have droopy eyes and messy hair, they have trouble concentrating, and they’re as grouchy as they come. Telling someone he looks tired implies all of the above and then some. Instead say: “Is everything okay?”

2. “Wow, you’ve lost a ton of weight!” – Once again, a well-meaning comment—in this case a compliment—creates the impression that you’re being critical. Telling someone that she has lost a lot of weight suggests that she used to look fat or unattractive. Instead say: “You look fantastic.”

3. “You were too good for her anyway” – When someone severs ties with a relationship of any type, personal or professional, this comment implies he has bad taste and made a poor choice in the first place. Instead say: “Her loss!”

4. “You always . . .” or “You never . . .” – No one always or never does anything. People don’t see themselves as one-dimensional, so you shouldn’t attempt to define them as such. These phrases make people defensive and closed off to your message, which is a really bad thing because you likely use these phrases when you have something important to discuss. Instead say: Simply point out what the other person did that’s a problem for you. Stick to the facts. If the frequency of the behavior is an issue, you can always say, “It seems like you do this often.” or “You do this often enough for me to notice.”

5. “You look great for your age”– Using “for your” as a qualifier always comes across as condescending and rude. No one wants to be smart for an athlete or in good shape relative to other people who are also knocking on death’s door. People simply want to be smart and fit. Instead say: “You look great.”

6. “As I said before . . .” –  We all forget things from time to time. This phrase makes it sound as if you’re insulted at having to repeat yourself, which is hard on the recipient (someone who is genuinely interested in hearing your perspective). Instead say: When you say it again, see what you can do to convey the message in a clearer and more interesting manner. This way they’ll remember what you said.

7. “Good luck”– This is a subtle one. It certainly isn’t the end of the world if you wish someone good luck, but you can do better because this phrase implies that they need luck to succeed. Instead say: “I know you have what it takes.”

8. “It’s up to you” or “Whatever you want” – While you may be indifferent to the question, your opinion is important to the person asking (or else he wouldn’t have asked you in the first place). Instead say: “I don’t have a strong opinion either way, but a couple things to consider are . . .”

9. “Well at least I’ve never…” – This phrase is an aggressive way to shift attention away from your mistake by pointing out an old, likely irrelevant mistake the other person made (and one you should have forgiven her for by now). Instead say: “I’m sorry.”

In everyday conversation, it’s the little things that make all the difference. Try these suggestions out, and you’ll be amazed at the positive response you get.

5 Ways to Defeat Complacency

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The phrase,” it is what it is” becomes the motto for many people who allow complacency complacency-2to embed there lives and way of thinking. In fact, that phrase indicates complacency has overtaken their ability to transform their results.

Complacency is like a deadly virus dormant in your system. It is lurking to kill your goals, dreams, and success.  It has the power to rob you blind of new experience, positive change, and personal growth. The worst thing about complacency is the infected person is usually unaware that he or she is at risk.

Complacency occurs in all of us. It is present in our personal life and career. However, success is determined by your ability to effectively avoid or move away from complacency. 

To help you avoid or beat complacency, here are five ways to defeat or prevent complacency.

  1. Let Others Have Influence – “Never mistake the power of influence.” – Jim Rohn. Leaders need to listen and be wise, vulnerable and courageous enough to allow others to have influence. I know what you are thinking, being vulnerable as a leader is a sign of weakness. That thinking is out of date. In fact, I believe vulnerability is a sign of strength, creativity, and openness. Vulnerability displaces complacency by ensuring we are allowing others to influence where and when we need it. Let’s face it, complacency embeds itself in the inability to think differently. Influence will enable us to consider options.
  2. Challenge the Status Quo –“Today, our very survival depends on our ability to stay awake, to adjust to new ideas, to remain vigilant and to face the challenge of change.” – Martin Luther King Jr. Evaluate your goals often. As complacency sets in, our ability to think differently is minimized by our inability to process anything other than what we already know. Instead of seeing the opportunity to move forward, we wait to seek permission and find ourselves passed up by great opportunities. Lolly Daskell wrote, “Challenging the status quo takes an open mind, open heart and open will.” When we fail to challenge the status quo, we allow complacency to discourage our intentions and thus weaken our ability to contribute to success.
  3. Be Curious – “I have no special talents, I am just passionately curious.” – Albert Einstein. What we know is all we know. Without a curious mind and curious heart, we become stagnant in our thoughts and ideas. This allows complacency to become our comfort place. John Maxwell said, “When you lack curiosity, you breed indifference.”  Indifference leads to ruts and routines and creates a complacent spirit. Curiosity, on the other hand, promotes change and adventure and a desire to always improve.  Curiosity requires wisdom and courage, just like the explorers who first set off around the globe. When you are in exploration mode, you may be moving forward or side-to-side, but you never go backward. You put yourself in a position to create influence rather than falling into the traps of complacency.
  4. Kick Laziness in the Rear –“We often miss opportunity because it’s dressed in overalls and looks like work.” – Thomas Edison. Complacency results from our lack of desire to allow others to influence, challenging the status quo and the lack of curiosity. Why? Because we prefer to remain idle and do nothing. We are just lazy. We accept where we are and what we have accomplished, and there is no desire to do anything more. This creates a complacent environment where we accept our current position. We may have a desire have a desire to be better than we are, but we don’t do anything to move forward. Laziness puts our careers and relationships on hold. We become stagnant and accept our current performance as ideal. Success has no room for laziness. Become a person who desires perfection! In others words, “Just Do It.”
  5. Keep Hope Alive At All Cost –“You don’t have to see the whole staircase, just take the first step.” – Martin Luther King, Jr. Regardless of life or business situations, hope will always shine a positive light. Hope drives our desire for accomplishment. Hope is the belief that circumstances in the future will be better. It’s not a wish that things will get better, but an actual belief, even when there may be no evidence that to support it. Talent, skill, and ability gets you in the game, but the hope is the motivation that keeps you there. 

ComplacencyComplacency robs us of our success and achievements. It creates a way of thinking that blocks our ability to achieve the great things we desire. In fact, complacency sneaks up on us so fast that we don’t realize we’ve become complacent until someone points it out. 

Take a pro-active approach to preventing complacency by evaluating your current personal and business position and taking actions to defeat and even avert complacency. Consider these 5 ways to overcome complacency.