The Dilemma of Leading Change: Is the Pain of Growth Worth the Reward?
As an executive coach, I often work with executives struggling with deciding whether to embark on a complex change program. It's very natural to feel a sense of hesitation and discomfort at the thought of taking on such a daunting task. After all, change is never easy and requires effort, vulnerability, and often facing our fears head on. But as Judith Hanson Lasater so eloquently points out, there are two types of pain to consider: the pain of staying where you are, and the pain of growth.
In this case, the pain of growth could come from the challenges and difficulties of implementing a complex change program within an organisation. It may require hard work, long hours, and potentially facing pushback from team members. But the pain of staying where you are could be even greater. It's the pain of missed opportunities, the inability to adapt to an ever-changing business landscape, and falling behind your competitors.
The responsibility of leadership, comes with the opportunity to be a catalyst for change within your organisation. But it's important to carefully consider the potential costs and benefits of taking on a complex change program.
So which do you want: the pain of staying where you are, or the pain of growth? It's a tough choice, but the good news is that the pain of growth is only temporary. It's the growing pains of becoming a stronger, more adaptable organisation. And when you embrace it and push through it, you will come out on the other side stronger and better equipped to handle whatever challenges come your way.
As you consider whether or not to embark on a complex change program, it can be helpful to ask yourself the following questions:
What are the specific goals of this change program? How does it align with the overall vision and strategy of the organisation?
What are the potential risks and challenges of implementing this change program within the organisation? How can these be mitigated or managed?
How will this change program benefit the organisation in the short-term and long-term?
What resources and support do we have to ensure this change program's success?
How will we communicate and engage with stakeholders throughout the change process?
Answering these questions can help you clarify the motivation and potential outcomes of the change program, and determine whether or not the pain of growth is worth it in the long run. Remember, the pain of growth is only temporary, but the pain of staying where you are can be much more enduring.
Be courageous and embrace the opportunity for growth. It may be uncomfortable, but it's worth it in the end.
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