As any relay runner will tell you, passing the baton is wrought with fear and anxiety: What if I drop it? What if I misstep and trip? What if I fumble and I lose momentum? I am certain business owners have exactly the same fears, and anxious moments, especially as their transition date draws near. Wade, an owner of an industrial products company was quickly approaching his target departure date. He had been planning his exit for some time now. He had found a private equity investor to buy out most of his shares, he had his CPA organize his tax situation and he even had his attorney draw up a new will.
But the one thing he had not done was decide who should take over the business once he left.
And really, he couldn’t explain why. He had two terrific candidates to choose between. Bill, his right hand guy for years, who knew just about everything about the business was a good option. But then so was Kim, a bright young, eager VP of Sales who had usurped Wade as the company’s number one rainmaker. Both were equally talented, but both had their downsides too: Bill was an introvert and not a great communicator; Kim was a people person but avoided details like the plague.
So what was stopping him from choosing? Fear! Fear that one would leave if the other was chosen? Maybe. But actually the fear was deeper than that. What Wade feared most was how to handle the situation.
Passing the baton involves change; and Wade didn’t want to face the changes he knew would arise when he made his choice known. Wade often thought about how Bill or Kim, or other employees would react to the change. He even worried about how he would react. Wade thought about change as something that happened to people. He didn’t realize he could be a champion of that change.
Change champions are courageous leaders because they know how to proactively lead others, and themselves through change. They know resistance to change is a powerful human trait that can be overcome by understanding why people don’t like moving out of their comfort zones.
Are you facing a change like Wade? If so, here are a few simple ideas you could use to become a change champion:
1. Be transparent and communicate. Uncertainty is at the core of resistance so understanding the what, why and how behind the change is critical to reducing apprehension. Go beyond the obvious benefits to the company, stress the benefits to everyone involved. People are motivated to change if they see themselves benefiting from the new situation.
2. Assume success by planning for it. When introducing the change, get people to envision their role in the process, and their contribution to the successful outcome. By encouraging their participation, and anticipating success, commitment to action will ensue. People like to belong, and feel important. You can provide the opportunity for both through their support of the new initiative.
3. Be honest about what’s fair, or not. Choosing a successor is always tricky, even beyond the individuals involved. People have invested in alliances and relationships, and disrupting those can feel unfair. But people will move toward acceptance if they truly trust the change leader. We all hear things more favorably from a friend than foe.
4. Reward and encourage, even the small steps. People like to be on a winning team, so be the coach that creates a winning environment. Notice when your employees make positive moves, speak favorably about the change, and become helpful to the cause. Each of these actions demonstrates they are gaining acceptance, and a good coach notices these small, but vital contributions.
If Wade had these tips, he may not have hesitated so long about choosing the best leader to succeed him. Introducing such a change is daunting, and can cause many a sleepless night. But if you champion the change using these concepts, and perhaps a few other tactics, your leadership will be rewarded, and your future will be a step closer.
Please comment below and let me know what questions you have about championing change for your organization.
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