doug smith training

Change is hard for some people, whether that means adjusting to change or driving change, the change comes hard. For others, it seems easy because they don't stop to consider what their change initiative will do to others. Either that, or they don't care. That feels easy at first -- push hard enough and your opposition will move. Drive insistently enough and people will toe the line. At first. That degree of change will also spark resistance. It will make enemies, active as well as passive aggressive. The change slips in and then falls apart. That's not what anyone wants. The reality is, if you want to change people, you need to consider those people. Ask them. Work with them. Get them involved and listen to their feedback.  It's more work, and it produces more lasting works. One person's disruption strategy is another person's aggravation.  Aggravate people enough, and they will find ways to push back. What's your secret to human change? -- doug smith  

Who do you get to help you solve your problem? You, of course, that's a given. Also, people who will be impacted by any solution you try. People who are feeling the effects of the problem right now. Even (especially) people who you think may be at the root cause of the problem. Get the benefit of many ideas. Enlist the help of people who will care how it turns out. Collaborate to gain commitment. Engage the right people in creating problem solutions so that they don't become the wrong people while implementing them. -- doug smith  

The brain is wonderful, isn't it? Fully capable of decoding, encoding, and subject to eroding when we least expect it, the brain is filled with surprises. To keep it focused, we focus hard -- on facts, on data, on details. All of that is important. It's also critical, as we practice critical thinking, to keep the big picture in mind. Where are we going? What is our mission? What's going on in the world (even the universe!) that will impact us whether we are aware or not? The big picture will include you, whether or not you include the big picture. Step back today and take a look. The big picture has probably shifted on you. -- doug smith  

  I like predictability. Data is awesome because it helps us predict with some accuracy. But not with complete accuracy. We may not know or even be able to know. When it comes to change, when it involves the future: Uncertainty is certain. It's up to us to simply deal with that, dance the dance, and work for the best with clarity, courage, creativity, and compassion. -- doug smith

Change is not a burden. Change is proof of life. -- doug smith

How do you feel about rules that are imposed on you? A new procedure, a different process, some change that feels awkward and unwelcome? Most people hate that sort of thing. That means that when we as leaders seek to make a change it's worth considering how many voices we've allowed into the conversation. Do people feel included? Are they likely to approve of some new restriction? It's harder to follow rules that you didn't approve. The best way to influence that challenge is to give people a voice, and, then listen. -- doug smith