Have you ever found yourself in a situation where you’re bursting with innovative ideas, but it feels like no one is really tuning in? I bet many of us have been there at some point. As leaders, we often find ourselves ahead of the curve, pushing boundaries and driving change. It’s what leaders do, right? But, it can be frustrating when others fail to see the vision we’re so passionate about.

I’ve been there, too – that moment when you’re mentally scrambling for new ways to explain yourself because it’s clear that others aren’t quite grasping your vision. The thing is, it’s not always about finding a better explanation. There are three crucial hurdles that change-makers often overlook, which hinder them from effectively leading the change they aspire to achieve:

1. Capturing the Nuances: Leading change isn’t just about describing the big picture; it’s about addressing the intricate details that bridge the gap between the present and the future. Leaders sometimes assume that everyone sees these details as clearly as they do, and that’s where the disconnect happens. If 1+2+3=6, leaders may skip over explaining in depth why one is even considered, although it is an important part of the equation. Just explaining “6”, leaves the audience behind and it is easy for the audience to dismiss what they do not understand.
2. Embracing Emotion: Change inherently involves emotions, both perceived and real. Many leaders shy away from this aspect, fearing its unpredictability. Yet, it’s emotion that fuels genuine commitment. Without it, there’s no genuine buy-in or drive for change. It’s crucial to acknowledge these emotions and navigate through them with your team. Step to it and talk about the hard things. Acknowledge the real feelings and work with the team to move forward from that place of real truth.
3. Challenging Leadership Stereotypes: In many cultures, there’s an unwritten rule that the most senior person in the room has all the answers. This expectation can hinder change efforts. When leading change, getting ahead of this unspoken cultural artifact will help you move forward. If it remains unspoken and powerfully in place, your change effort will feel like you are chasing wack-o-mole problems that are hard to resolve. So, it’s essential to debunk this myth and establish a more collaborative environment where leadership is seen as a collective effort rather than an individual’s responsibility.

Every change model emphasizes communication, but its true significance often lies in the fine print. Visionaries have a unique ability to see what others don’t, but translating those insights into actionable steps for others can be challenging. Patience is key as you break down your vision into manageable pieces that others can grasp and follow.

Remember, brick walls can be a necessary part of the process, ensuring that your community doesn’t blindly follow the wrong path. To be the right person leading change, you must align your big ideas with your community’s current reality, building trust along the way. Eventually, there will be that aha moment when the community truly sees your vision.

Appreciate that your proposals will have varying impacts on different individuals, both positive and negative. Embrace these emotions as real and address them sensitively. Moreover, understand that leadership doesn’t mean knowing it all; it’s about guiding the way while allowing others to contribute their expertise.

In conclusion, leading change isn’t just about having a great idea; it’s about effectively communicating it, understanding the emotional journey, and challenging preconceived notions of leadership. When done well, you’ll have an army of supporters marching confidently toward a brighter future.

So, let’s embrace change, tackle those communication challenges, and remember that sometimes, it takes a bit more than just knowing the “what” – it’s about the “why” and the “how,” too.

Dr. Lisa

Our theme song is “Whatever It Takes” by Imagine Dragons.