In my previous post (THIS MIGHT BE BORING, BUT YOU’D BETTER KNOW THIS! September 21) I shared the five categories sociologist Everett Rogers uses to describe how people respond to innovation/change: Innovators, Early Adopters, Early Majority, Late Majority, and Laggards. Any time you’re dealing with theories it can seem too academic, but I believe it’s important to understand that how people respond and react to innovation/change is personal, to the individual, and a process.
Based on Rogers’ research findings, I want to venture into several scenarios and look at how the leadership of a group needs to navigate the change process.
While there are different reasons for innovation/change, for the sake of simplicity, I will suggest there are two: First, there is change which occurs intentionally. A group, or the leadership of a group, determines there’s a need for a change and they begin the process of working intentionally towards their desired goal. Second, there is change which occurs because of outside forces, or is the consequence of decisions made beyond the immediate group.
In today’s post I want to deal with the second reason: Leading when outside forces or decisions trigger change in a group. In this scenario, the change, or at least the awareness change is coming, can happen with tremendous speed. With little or no advance notice, a group may find itself in the midst of a major shift. For those who serve as leaders of a group during this type of change you will be in for a challenge. Applying Rogers’ five categories to your group, you can anticipate that as much as half of the group will be emotionally distraught, or, to put it another way, freaking out. The Early Majority, Late Majority and Laggards all need time to process a change, and when change occurs swiftly and without much warning it is extremely unsettling. Of course, for the Laggards any type of change is unwelcomed.
I’ve led large groups during these types of changes and I think I’ve learned a few things along the way. First, it’s important for you as the leader or a leader to stay calm. This isn’t just a function of mind over matter where you repeat a mantra, “Stay calm, stay calm, stay calm.” This is a time for drawing upon your faith and to build yourself up through God’s Word and prayer to move to a whole new level of trusting God. You will be asked many questions, questions which initially don’t have answers. Don’t feel like you have to give answers or try to offer some type of an answer just to give the appearance you have everything under control. You don’t so don’t fake it! Your sense of calm doesn’t come from you it will come from the Lord. See Isaiah 26:3
Second, be prepared to extend lots of grace to people. When people feel they are under pressure, they will say and do things which can often be unkind and even cruel. Unfortunately, when you’re a leader you will be blamed for things which you didn’t cause and were beyond your control, but the flesh loves to play the blame game. Make the choice to extend grace and refuse to take personal the comments which are made to you and about you. If you can hold your tongue and refrain from counter-attacking it will keep the situation from escalating and becoming an unnecessary distraction, and, most importantly, it will give those you are leading the space to process the change.
Third, and this may be the hardest thing to do as a leader, lead with courage. Since we’re looking at change which has come upon a group because of outside forces, or is the consequence of decisions made beyond the immediate group, you will have to begin to make unpopular decisions. When sudden change occurs in a group, there are often immediate decisions which have to be made. As these decisions are announced, you should anticipate the Early Majority, Late Majority, and Laggards (which could be over half your group) will be anxious and even fearful. Change is just not something they do very well, and when it happens too quickly, it doesn’t bring out the best in them. You will need courage during these times because the decisions, which often have to be made, will not be popular and earn you new members in your fan club. As a leader, I have to be content with seeking to do the right thing, the right way and for the right reasons.
To be continued…
No comments:
Post a Comment