The world of change management operates around one major principle – to identify and implement changes that will improve an organization. The problem with such a principle is its ambiguity and inability to provide a specific answer to a large problem. Change management involves many things but the secret to its effectiveness lies in getting others to understand that learning by doing is ultimately the best path to change.
External assistance is often relied upon to adopt the changes we believe are necessary to improve our organizations, yet the longer we depend on these external resources, the longer we go without learning to do it ourselves. This goes against the reason to get external help but actually it’s quite the opposite since it is more about learning when and how to pass the baton and less about letting others push change on you. Peter Drucker said it well – “We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn.”
Reflect on where you are. Are you learning by doing and therefore leading the change or are you having change done to you?