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  • Can you change?
  • Can organizations change?

Early in my career, I had delusions of grandeur. I felt that my leadership skills were so good that I could turn questionable employees into high performers. I learned later in my career that the employees performed better because they had the desire to change. All I did was provide the tools and the opportunity for them to succeed. 

They had a reason to change; it was their “why”. Once they had their “why” they committed. If they hadn’t made a commitment change would not have occurred and, they would not have accomplished their task, goal, or aspiration.

I have a friend who made a radical change overnight. This person smoked a pack of cigarettes a day for years. I railed about the consequences of smoking then added that I didn’t believe he was strong enough to quit. I think he wanted to quit anyway and took the challenge so he could say he met it. He committed to change!

For most individuals and organizations, it’s not that easy, especially when in stressful situations. Just like that smoker who wants to light up a cigarette when he or she feels pressure, a person with micro-management tendencies might swoop in and handle a situation that they delegated to a subordinate. 

Short-term fixes are easy, but they cover symptoms while problems persist. Lasting change requires a mindset reset. A change could be stifled due to fear, discomfort and possibly holding on to old habits that no longer serve an organization. For example, as new technologies emerge, it is hard for some leaders to let go of what they are used to.

New employees bring ideas that need to be tested. They shouldn’t be shut down with the often used phrase, “that’s not how we do things here”. If the new ideas help change the organization for the better, incorporate them. If they do not, don’t. Companies that refuse to change yesterday, are out of business today. Change your thoughts, change your destiny.

Are you open to change? To learn more about my coaching practice visit: