Leading Change

I made a remarkable scientific discovery in the fifth grade. Actually I did not discover this scientific principle: I just became aware of it. I was playing with two magnets, watching them attract each other, and that’s when it happened. I turned them around and voila! …they repelled one another.

I know this is not “earth shattering” information. Most of us know about the attracting and repelling polls of a magnet, but if this is new information then give it a try and have a little fun.

Magnets have a magnetic field that allows them to attract to certain materials and not others. One of the most common uses for magnets at my house is to hold notes, missionary prayer cards and artwork, created by my granddaughter, on the refrigerator.

Now, at the risk of sermonizing, allow me to extract some guidelines for leading change in a church or organization.  There are many facets of leadership but one of the most challenging is leading change.

Usually there are two distinct groups of people in any organization when it comes to change…those who are attracted to it and those who are repelled by it. Ironically, you need both groups and the objective is to know how to merge, meld and motivate (now I really do sound like a preacher) them as one.

The goal is to bring about change without polarizing people. Change by its sheer nature causes some to step back and test the idea or premise, while others enthusiastically embrace it. Remember, you need both groups and the challenge is to leverage each group’s strength.

The group that is cautiously examining the new idea is made up of what I call Anchor Leaders. They aid in the process of evaluation and help keep you on track for changing the methods, not the message. I refer to the other group as the Animated Leaders. Their enthusiasm plays a strategic role as they give the idea, energy and creativity.

So here is the take-away from my magnet analogy for Leading Change in your organization:

• Merge (Connecting)
  • Allow both groups to express ideas and concerns.
  • Facilitate open discussion and communication. 
• Meld (Uniting)
  • Massage the ideas or concerns into one strategic plan.
  • Clarify guidelines and responsibilities for each person. 
• Motivate (Activating)
  • Allow for personal stewardship of the idea or project.
  • Promote individual creativity and expression.

This process will require an investment of time and energy, but it is exciting to lead change without polarizing people. Learning to attract people to an idea or project is a core criterion of leadership.