Places to Explore in the Truth Zone
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Seven Steps to Championing Truth in the Organization
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Other Sites of Interest
As a supervisor, you may have a few, many or all employees under your direct or indirect supervision. If you have ever tried to change the atmosphere, culture or operating principles within your sphere of influence, you know it is much easier said than done.
Most change initiatives ask a great deal of you. You are asked to design a vision, set the tone and model appropriate "change" behaviors - all while meeting quotas and providing excellent service for your customers. No matter how faithfully you do your part, you have undoubtedly learned that your people will not necessarily follow suit.
If you are serious about championing truth in your organization, you will be asked to do less... much less. However, you will probably find this even more difficult than your previous attempts to manage change. After all, as a manager, you have always been expected to lead the way - be proactive and demonstrate a take-charge attitude.
But this is different. If you engineer the new culture, it will only reflect your vision and values, not the rest of the team. Others will have difficulty signing on. Some simply because it is yours, not theirs. Others may give it a try, and just be unable to embrace it. Most of the rest will be go through the motions, but nearly everyone will lack passion. The reason: passion is very, very personal. Signing on to your vision will not likely "stir their juices."
On the other hand, if you back off, the team will have to find their own way. This is certain to wake them up, but you must understand that the conclusions, directions and visions they commit themselves to may be very different than yours. You may be the odd person out. If you are not willing to permit this level of autonomy, you should
maintain your current operational strategy as long as it works for you. But remember, your competitors will be unleashing the passions of their people in a way your monopolization of power will not be able to compete with.
This is not to say you cannot be part of the process. You can be a cheer leader and personal coach, and along with your team, learn and practice new skills. Above all, you can create an environment where people are willing to explore, learn and take risks without FEAR of ridicule or retribution. If you can do this, you can participate in a
transformation that could exceed your wildest imaginings. But you cannot do this half way. You cannot begin the process and maintain a wait and see attitude. You must be willing to let the team see this through.
This is not to say you cannot be part of the process. You can be a cheer leader and personal coach, and along with your team, learn and practice new skills. Above all, you can create an environment where people are willing to explore, learn and take risks without FEAR of ridicule or retribution. If you can do this, you can participate in a
transformation that could exceed your wildest imaginings. But you cannot do this half way. You cannot begin the process and maintain a wait and see attitude. You must be willing to let the team see this through.