I just picked up on this quote here
I spent Saturday with some of our volunteers talking about how we might evolve our local networks and communities. We’ve made real progress in our relationships with our volunteers in this area – and I know this because people keep on stopping me to tell me that we have.
So I’m sitting on a table with people talking about potential next steps and somebody said to me ‘I don’t know why you just didn’t do this when you started. It obviously needs to change’.
My answer was in two parts. The first got a nod. The second part got a nod and a laugh.
i) I wouldn’t have listened long or hard enough at that point to be confident I was doing what was right, rather than what I felt to be right. My decisions wouldn’t have been informed by enough data points
ii) You would have probably told me to bog off as you wouldn’t have trusted me
There is truth in both of those statements.
Change takes time, restraint and trust. Before I could ask a group of people to consider change I had to show that we (the organisation, my team and I) were committed to supporting them in the now and understood what they already did and what we wouldn’t want to lose. Then I had to give them confidence that the change would be better (we are still talking…) and that it wouldn’t break what we already had.
There is debate over what percentage of change programmes fail. Whatever that percentage is my bitter experience tells me that without investing in understanding the now and the pains of transition any attempts to change will, more often than not, struggle.
The challenge isn’t setting the vision, that’s the easy bit. It’s getting people to want to build a sturdy bridge to it and helping them understand you will get your hands dirty with too. If it is your vision then that’s the least you need to commit if you want it to be other people’s vision too.
