Change Management is DEAD!!
The business term change management has been around for a good long while. The term relates to “initiating significant change” within an organization’s processes. This change can include anything from altering work culture to embracing diversity to modifying an individual’s work tasks to increasing company morale and loyalty. The goal of “initiating significant change” is solid, but where is the passion in the word choice? The problem with the term “change management” is that no one really desires to change or plans to change. We desire and plan to progress.
“Dean provided our team with great, real-life tips on how not to let change and the accompanying stress overcome us and bring us down.” – Greg Pellegrino, Manager, Contracts and Customer Service, ConocoPhillips
“Stop the management fads and the ‘program of the month’. In The Progress Challenge, Dean Lindsay captures the issues and presents real, relevant, actionable solutions to the challenge of driving continual progress in business and life.” — Tim McRay, Executive Coach, Mercedes-Benz Financial
“If you desire to become a better leader, I recommend you add Dean Lindsay’s The Progress Challenge to your leadership toolkit.” — Ramon F. Baez, VP and CIO, Hewlett Packard
All progress is change but not all change is PROGRESS. It is natural to resist change but we embrace PROGRESS. We do not want managers to manage our change. We want leaders to lead our progress. Let’s call “initiating significant change” what it truly is (or should be): Progress Leadership. In a time of continual transformation, committed leaders should focus on inspiring the progress, not apologizing for the change.
We don’t need Change Agents! We need Progress Agents!!
Progress Agents don’t just TELL people what to do.
Progress Agents include others in the progress as well as the process.
Progress Agents shape, nourish, and sustain the thoughts that create the actions necessary to reach desired results.
Progress Agents work to positively influence thoughts and feelings as well as oversee actions.It takes more than the title of supervisor, manager, or “change agent” to lead people in the direction of progress. We all want to be in relationships with people and organizations, as well as work on projects that bring progress to our lives.
Progress leadership means working to understand and communicate how a team member’s personal goals can dovetail with the organization’s goals and thus create true commitment that gets the team member to act -because he or she wants to, not because they have to.
Moving our focus from change management training to progress leadership creates a shift in power from wielding power over employees to creating power among employees. Progress Agents thus create a work culture in which empowered employees are committed to finding what is truly the next step forward.
Goodbye, tired old Change Management. Hello, Progress Leadership!
“If ever there was a right message at the right time, it’s Dean Lindsay’s book, The Progress Challenge. Dean is right that just changing isn’t enough. We’ve got to make progress! Good ideas and practical examples.” — Joe Calloway, Author of Becoming A Category of One
“Finally a meaningful book with a workable process for progress.” — Gerhard Gschwandtner, Founder and Publisher, Selling Power Magazine
“Dean is one of the best speakers I have ever seen: engaging, persuasive, and passionate.” — Amy Dunker, Vice President Business Development, Western Union