Why is change so hard? I dig into how leaders must take the time to build up the trust scaffolding needed for people to feel safe and secure enough to take the first step towards change.
Show Notes
In this episode we discuss:
- My personal experience dealing with the resistance to change due to an overwhelming feeling of shame and embarrassment.
- A key component of disruptive, transformative leadership is being able to redefine and reframe failure.
- How we set goals and reward their attainment directly impacts change capacity. Objectives and Key Results (OKRs) are a powerful way to set audacious goals with the full knowledge that you won't hit them. And that's OK!
- People resist change because they don’t know how to deal with uncertainty.
- Using scenarios can be a very helpful tool in dealing with uncertainty and providing clarity on the most important things to be done.
- As a transformative leader, address the fear of uncertainty by anticipating the emotions of change, and erecting trust "scaffolding" to hold space for people.
Additional Resources
- My website: charleneli.com
- Learn more about OKRS and how they create alignment around strategic initiatives.
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What is The New Rules of Disruption?
To be competitive, it’s no longer enough to be innovative – you must have a strategy for disruptive growth, a plan to identify and seize an opportunity no one else has the audacity or confidence to reach for. Disruptors don’t just blow things up – they also create and build things that result in huge, positive change. Welcome to The New Rules of Disruption with Charlene Li. For the past two decades, Charlene Li has been helping people see the future and thrive with disruption. She couples the ability to look beyond the horizon with pragmatic advice on what actions work today. She helps executives and boards recognize that companies must be disruptive to compete, not just innovate.