
This organization needs to change! How many times have you thought that or said that? What that usually means is that you are frustrated, tired or new to the organization. Whatever the case, we often see the problems looking from inward to outward. That is one side of observation. Sometimes we need to look from outside inward. The problem might be nearer to us than we assume.
When you want to pull an organization forward into change you need to look within yourself as well as looking outward. Leo Tolstoy, the Russian novelist, famously wrote, “Everyone thinks of changing the world, but no one thinks of changing himself.” Organization change is usually closely connected to the inward change of the leader. It is important to always remember that organizations don’t really change themselves, but people change within the organization. To leader others into change we must lead ourselves into change.
Self-discovery and self-awareness lead to change within and without. To look at only skills and retraining of people’s capabilities is a very limited approach to change. We must also look at what is within. What is within ourselves that needs to be recognized as hindrances to change and what is in us that is helpful in progressing forward. In other words, behavioral training will not bring full change. We must bring motivational and passionate inspiration for change.
Erica Ariel Fox’s book, Winning from Within, calls this phenomenon closing your performance gap. That gap is the disparity between what people know they should say and do to behave successfully and what they actually do in the moment. The performance gap can affect anyone at any time, from the senior leader to a summer intern. The performance gap arises sometimes because of how a person defines themselves. They receive their job description from their superior but they have their own job description built in themselves that comes from their past experiences and emotions. Too often the self-view creates a gap between what a person believes and does. This inward assessment must take place in the leader every time the organization is at a change threshold. Then it must be encouraged within all others in the organization.
Mahatma Gandhi was once quoted to say “Be the change you want to see in the world.” It is a quote that cuts to the core of the problem. Many times the reason an organization is unable to successfully change is because leadership does not recognize that the change they are seeking really comes down to one solution. In order to be an effective leader, a bit of soul searching might be required as the leader takes responsibility for what they can change personally. This does not include how they can change other people, but rather, what changes are required of them.
There it is. The key to change in the organization is first oneself. Yet, let’s not overlook that change is needed outside ourselves. Assuredly there is change needed in others. The other key: Help people to become aware of the changes that are needed of them. Don’t try to change the people yourself, but help them to discover what is required of them in the process. Jesus Christ asked his followers, “Why do you stare from without at the very small particle that is in your brother’s eye but do not become aware of and consider the beam of timber that is in your own eye?” Maybe that seems harsh but we leaders do need to judge ourselves before pointing at others.
Change needed that is self-identified (be that it may be through your assistance) is well taken to heart. That awareness in the people will cause them to step up to the plate and change. When the people accept the threshold of change needed then the organization begins to change. I do believe that inward change is always better to come first in an individual or organization. Take the first step and lead. Look inside yourself then look outward to help others go through the process with you.