Bringing Sustainable Change

Sustainable Change

Bringing sustainable change is about people and getting us to do things differently. This comes through an emergent behaviour of empowered individuals in an emotional response having ownership with pride in who we are and what we do. We make change because interests and values are aligned, we understand the need, and have trust in the process. When we are supported and provided with the skilling (the ability to do) and training (the how to do), we make changes, an emergent behaviour for change is formed. We responded to a change in our environment, we exhibited revised behaviours, and achieved an outcome.

We know this because it is our lived experience. Look no further than the losing sports team which becomes a winning team. The environment in which the team exists is changed. The team undertakes training, exercising, varying the skills, or changing the player mix and roles. An emotional response is made, and empowered players with aligned interests and values work together showing a set of behaviours for a winning team. The change is emotionally driven, support is provided, the need for the changes is understood. A winning emergent behaviour is formed and the results achieved.

Leaders need to be the change they wish to see and to treat others as they themselves would be treated. With the required leadership having vision, direction, strategy, and showing what is required and instilling the required behaviors; the required response is invoked, and change is realized. At all levels, decisions need to be made and then implemented. It is the implementation of the decisions and the revised response to varying conditions that makes the decisions successful. The effectiveness, efficiency, and excellence of emergent behavior comes from the actions of individuals. When empowered, with ownership, the emotional response is formed for the required actions. Forming this emotional response, creating ownership, and empowering is an integral leadership function. When interests and values are aligned with the change, the required motivation can be achieved. The communication of all aspects of the change with the required emotional bond. From what is happening and why, to who is doing it, to the impacts, motivations, and leadership decisions, as well as reporting and performance. The management of ambiguity that comes in the implementation and ongoing. This results from the differences in people their capacities, capabilities, skills, expertise, and motivations. The business environment is subjected to ongoing variations as well. Adoption of the response and adaption to revised circumstances is all part of ambiguity management along with risk management.