“Bill Torbert of Boston College once said to me that the 1960s slogan “If you’re not part of the solution, you’re part of the problem” actually misses the most important point about effecting change. The slogan should be:
“If you’re not part of the problem, you can’t be part of the solution.”
If we cannot see how what we are doing or not doing is contributing to things being the way that they are, then logically we have no basis at all, zero leverage, to change the way things are — except from the outside, by persuasion or force.”
Adam Kahane, author of Solving Tough Problems: An Open Way of Talking, Listening and Creating New Realities
Lois Kelly presentation on how to more effectively create change inside your organization. For American Express NGen Webinar series helping emerging leaders grow and develop essential skills.
Our systems — be they companies, government agencies, schools, churches or healthcare organizations — become brittle, rigid, bureaucratic, and sometimes even dangerous when there are no rebels or change makers who have the courage to say, “This isn’t the right way.” Look no further than General Motors’ recent debacle. This inspirational post reflects on what might happen in a world without rebels.
So many great ideas never happen because of communications problems. Here are the five critical strategies for framing and communicating a new idea — and building support for it with at least 10% of the people in your organization.
A meeting with a CEO who dislikes rebels and change agents reminds me of a most important lesson: the need to be prepared before pronouncing big ideas.
Too often, rebels at work end up being martyrs. A handy guide to bringing about change without ending up getting the shaft. AOL article by Tom Siebert based on Lois Kelly and Carmen Medina’s recent SXSW talk.
There are three elements of creating meaningful change — whether it’s developing a new product or transforming a government agency or business function. This presentation highlights how to Dream, Discover and Deliver, and gives you a heads up about practices to embrace and pitfalls to avoid.
I’ve heard people rave about the SXSW Interactive, Film and Music conference for years, and never understood why it’s such a cult-like experience. Though I hate huge crowds, long lines, and managed chaos, I found the people and ideas absolutely fascinating in their diversity, honesty and generosity. While I bumped into a couple of people who missed the point and were shilling their companies, most people were there to learn, share, question, and play. No doubt, the playfulness created the conditions for learning much.
Oh brother, after five days I became sucked into the cult. I may never be able to go to a typical business conference again.
Here’s a summary of my SXSW highlights:
A danger for everyone at work — particularly us change makers — is becoming obsessed with our own agenda.
When we’re focused on pushing our agenda forward come hell or high water, we get blinded from taking in potentially valuable new information and from enjoying and learning from our colleagues.
When our agenda has us, we are handicapped from being effective change makers. Or effective period.
A lot of people don’t like the word rebel, which I latched onto because it gets people to pay attention and it conveys people with the courage, conviction and commitment to stand up for change.
“Messenger is a much better word,” my friend Maria has been telling me for several months. “It’s positive. Rebels are angry fighters.”
Last week Maria and I got together for our annual two-day marathon where we help one another set our goals and intentions for the year.