Recently, I had a conversation with an old colleague who was asking me about some strategy and culture issues. The conversation centered on how an organization can find re-birth, re-development, and/or new life.
Through our discussion, I landed on two primary questions that left unanswered hold organizations back from positive change (yes, I know there are probably countless more, but these are easily codified and create a framework that allows you to deal with the others). The two questions almost seem so obvious that we should all know them yet, based on the present reality of many organizations, it either isn’t obvious or the answers are a resounding – NO!
- Do you know who you are at your core?
This is not what you want to be, this is not what you tell people you are, this is who you are in reality…deep-down inside. The strengths and weaknesses, blessings and potholes, the history, the lost dreams, the past failures and victories, along with the present collection of individuals.
If you don’t know this, you can’t move in a positive direction. You will always continue to relive problems of the past, fight battles that don’t exist, or go in directions that don’t connect to the people within or outside of your organization.
- Are you really ready to change?
Are you thinking, of course we want to change, we wouldn’t be talking about this unless we were? Many people talk about changing, growing, adapting, like they talk about values – they espouse this…they want to have something happen, but only mentally. The reality is in order to change, you have to deal with discomfort, you have to do something new, something outside your norm. That is often painful.
The reality for many organizations is that living in the status quo, the known, the norm, the pattern, is so much easier. It takes a lot to break out of a pattern, albeit mental or physical. Many times we like the idea of growth, newness, or change, but we are unwilling to do what it takes to get there.
There is hope. Change can occur, it is uncomfortable, it is hard, but it often means growth. Movements like Christianity, ending Slavery, Unionization, Civil Rights, etc. were painful and challenging. Organizations that have redefined themselves like IBM, 3M, Apple, etc. transformed their businesses and changed the way that their customers engaged them – and you can too! Courage, humility, and forgiveness are key ingredients to lead you on that journey!