Policy or Bravery? The True Nature of Organizational Change


You have a grand vision for changing your organization, evolving for a new business world that is changing whether you go along for the ride or not. Inspired by possibilities, you rally a team to set change in motion.

Then you hit a brick wall. People don’t get it, or they think they do and they oversimplify the problem to kill your idea.

“We just need new policies.”
“We just need better training.”
“We need to be careful and not rush into anything too quickly.”

 So you switch to persuading, making your case, sharing metrics and quotes and it goes on and on and you still end up with the same reactions.

Does it sound familiar? Don’t negotiate with this kind of obstructionism. Don’t be hostile either. Don’t become cynical. Don’t subvert people. Don’t do anything you might be tempted to when you’re frustrated and your ego is hurt.

Take a step back and realize that immediate resistance to change is not generally rational. It’s not actually policy your detractors want, it is vision. Don’t give them what they’re asking for, keep giving them what got you motivated in the first place.

They need someone with a vision – and it doesn’t need to be boisterous or forceful to be compelling. Just tell a powerful story and stand up for it. Don’t be defensive, just paint more pictures. Keep telling the story. Be a broken record.   

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