For the next few weeks I’ll share a series we did recently addressing fear.
Empowering other people on the team to be leaders – it’s called delegation – is critical to a successful church or organization. Every leader talks about delegation, but few truly empower others to be leaders. It’s a frustration I hear frequently from staff members of churches.
Frankly, as one with a strength (StrengthFinders) of command, I can easily take over if no one else takes the lead. It takes discipline as a leader, but I want to create an environment of healthy empowerment. I want to lead a church which produces leaders – disciples who actually make disciples.
But, how do you know whether healthy empowerment is occurring?
I don’t know if we can follow a script, but perhaps there are some principles which need to be in place to know we are creating cultures conducive to empowerment.
(This is written from the perspective of those being empowered – “you” being the one empowering.)
Confidence is conveyed
They know you believe they can do the job. They aren’t questioning your belief in or support of them. People are less likely to take risks if they feel you will always second-guess them.
Expectations are clearly communicated
They know what a win looks like in your eyes and what is required of them to complete the task. You’ve not left them guessing. You stay available to them through the process if questions arise.
Authority has been granted
They have the power to script the path to accomplishment. They don’t need to “check-in” for approval on every decision they make.
Permission to fail is assured
They know if it doesn’t work they will be encouraged to try again. You won’t hold it against them and you can learn together to improve the next time.
Resources are adequate
They have the training, tools and people to accomplish the task – including your support.
Their back is protected
They know their decisions will be backed by senior leadership – by you. If the complainers rise – which they will – you will be there to defend their efforts.
Recognition is shared
They know they won’t do all the work for you – or someone else – to get the credit. They will be adequately appreciated for their work.
Consider your process of delegation. Consider my list.
How are you doing?
There are two things all good leaders do for their team. These are vital if you want to lead a healthy team.
Good leaders give their team the freedom to dream. They empower the team to take their ministry in new directions. They make sure they aren’t so distracted with mindless and burdensome tasks they can’t pursue the things which spark their interest. Good leaders help their team move swiftly when change is needed. They encourage the team to be proactive rather than reactive.
And, when team members do things differently than the leader would, the leader looks to see if the vision is being attained, and, if it is, then submits to the leadership of the team member.
The team can’t do everything. They are limited. Everyone is. And all of us can easily get distracted by seemingly good things and fail to do the best things. Good leaders give their team the authority to say no.
And, when there is backlash for the decision, they defend them. Every time.
(I hear the pushback. Some team members will take advantage of this. They will always say no. That’s true. And, in those cases, we handle the problem with the person. We don’t change the rules for everyone else.)
Leader, does your team have freedom to say yes and no? What could you do to help them more?
I’m an idea guy. No on has ever accused me of not having an original thought. Most of the time the opposite is more accurate. The teams I lead usually fight overload with the number of ideas I produce. I have to discipline myself to “unthink” and give teams I lead permission to tell me when something is a bad idea.
But, even idea people have lulls in their creative process. We grow stagnant. Get bored. Need help spurring thought.
So, how do idea people get new and original ideas? How do you spur creativity when you’re stuck in routines or can’t seem to come up with anything new?
Take a walk
I stop what I’m doing and go for a brisk walk. Several times throughout the day I take a hike. In fact, since I began using FitBit I set myself a goal to walk at least 250 steps every hour during normal work hours and 10,000 steps per day. I usually have nearly twice that number and I have only missed the minimum number two days in three years. Here’s the deal – the best ideas rarely come to me when I’m sitting at my desk – which, I never do anyway because I use a standup desk. (The added benefit to walking throughout the day is I better know my staff when I’m roaming the halls of the church.)
Diagraming or drawing my thoughts makes me think. I have one wall in my office covered with idea paint. If thoughts get stale – I start to play with dry erase markers. Literally. If I start writing or drawing always it leads to more ideas – every time. I also have several doodling apps on my iPad and a couple of mind-mapping apps. Mind Vector and Simple Mind are two I can recommend. (You don’t need both – I just get bored enough I switch back and forth.)
This isn’t just taking a walk. It’s sweating. I workout hard. Whenever I’m in a lull, exercise triggers my brain. Sometimes a mid afternoon sweat will make the last half of the day my most productive in thought. And, it’s good for my health.
Hang out with highly creative types
Iron sharpens iron. Creatives sharpen creativity. I like to occasionally hang out with random thinking, highly creative types. I’m random, yet structured, so I have to pace my time with the over-the-top creatives, but they always trigger new ideas.
Going somewhere I’ve never been always fuels me. A new city. A new park. A new restaurant. A new coffee shop. A different library. Change the space and you expand the pace (of thought).
Take a shower
Seriously, don’t the best ideas hit you when you’re in the shower with no good way to record them? Or, is this only me? I’ve been working on a message – get stuck – go take a long shower and I come back loaded with new thoughts. Try it. Who says you can’t take more than one shower a day?
Play a game
This may seem so juvenile, and if it does, I’m sorry – though not really. You picked the wrong blog today, perhaps, but it often works for me. Before I tackle a writing project I’ll often first play a game of solitaire or a crossword puzzle on my iPad. If I’m really stuck I have found value in reaching into my playful self. I actually have toys in my office. I often challenge our staff in a game of putt putt through obstacles I have created. Playing brings out the kid in me – and the creative juices.
These are a few which help me when I need to be more creative.
What triggers your creative process?
The way you begin your day often determines the quality of the day. For this reason, throughout my adult Christian life, I’ve tried to spend some time focused on the God I love and trust. It truly does make a difference.
I often encounter people, however, who want to begin a daily quiet time, but they aren’t sure how. They’ve perhaps tried before, but it didn’t last.
It really isn’t as complicated as we often make it out to be. The main thing is simply to do something, but in case you are one of those still wanting to but not sure how, let me offer a few suggestions.
Find the right place
Pick a place where you’ll be everyday for your quiet time. Obviously, if you travel frequently this is more difficult, but the more routine you can make this the better. It should be as free of distractions as possible. This place will soon become very comfortable to you. I realize too, you may feel your life is too busy. I get it – I’ve lived in those seasons – and, still do many times. Don’t stress over perfection here, just strive for routine.
Pick a reasonable amount of time and put it on your schedule. If you use an electronic calendar like I do, you can set it to repeat the appointment everyday. Start with 15 minutes, maybe even 10. Five minutes in your “place” is better than nothing. The key at this point is consistency, so make sure you don’t burden yourself with something you will not do. By the way, it most likely will seem like a sacrifice at first, but keep the objective in mind. You need this. As you accomplish discipline, in a little time it will be easier to increase the time you spend.
Choose your goal
Ask first what you hope to achieve and base your format around it. For example, if developing intimacy with God in prayer is your goal, then you will probably choose to spend more time in prayer. You may also want to write down your prayers. If Bible knowledge is your goal, then you may want to choose to do a Bible study. And, if memorizing Scripture is one of your goals, you’re likely to be writing numerous index cards of various verses. You can change the goal over time and do combinations of each of these. It’s not what you do – but that you do it – which matters most.
Now that you have a goal, decide what you will specifically do in your time. Will you do a Bible study or simply read Scripture and pray? If your time is 15 minutes, for example, you could spend 6 minutes reading the Bible, 3 minutes talking to God, 2 minutes in silence, asking God to speak to you, and 4 minutes writing your thoughts at the time. If you choose the structure of a Bible study, you may need to allow more time, but again, the key is you decide before you start what you are going to do during this time. The idea is not to be mechanical or punch a clock here, but rather to provide structure, which will lead to productivity in your building your God relationship. Again, don’t worry as much about what activities you are doing at this point, just do something.
This is the absolute most important part. Commit to doing something consistently for at least 30 days. Every day – without exception – do it – whether you “feel” like it or not. If you miss the exact time, make it up later in the day. Again, it will require sacrifice. Habits and lifestyles form this way and you’ll need this discipline, because as soon as you attempt this dozens of obstacles will stand in your way.
Now I realize “easy” is not the best choice of words for this post, but I did want you to read it. Developing this time into your daily schedule will not be easy. Nothing of value is ever easy. The main objective for any of us, including pastors, is disciplining ourselves to do something everyday. Over time, it becomes a habit that is easily repeated. Even better, it will soon become the best and most productive part of your day.
Help my readers out.
What tips do you have? When do you do your daily quiet time? What format are you using?
In working with marriages in distress I’ve discovered most men have injured the women in their life emotionally, at least at some level. To understand how this can happen one needs to first understand one of the ways men and women are usually different. Most men are predominantly thinking beings – they receive and process experiences in life in a predominately rational and logical way. If someone says something which offends a man he will accept or dismiss it based on whether it is true.
Most women are different. Women are usually more in tune with their emotions. They are often more relationally aware. When life happens to them their dominant reaction is often to respond emotionally first. When someone hurts a woman’s feelings, for example, even though the information they receive may be false, it takes them longer to work through the feelings associated with the emotional injury.
(Of course both of these two paragraphs are general statements, but they ring true for most men and women.) I would contend though – every woman’s heart is injured to a certain extent. (And, fairly, probably every man’s.) Sometimes this injury occurs gradually over time. Sometimes it comes suddenly through serious breaches in the marriage trust.
The heart, speaking in terms of the seat of our emotions, was created much like other parts of the body. When a finger is broken the body is designed to instantly start to heal and protect itself from further injury. When a person takes a swing at you your natural reaction is to put your hands up in defense.
The same is true of the heart. When a person’s heart is injured, it goes into a self-protective mode to keep it from further injury. Over time, after years of injury, the heart becomes almost calloused, refusing to allow anyone to injure the heart again. A woman who has had years of emotional injury doesn’t have much heart left to give to anyone, but especially to the one who has done the injury. She has closed off her heart to keep from being hurt anymore.
Most men enjoy trying to “fix” problems, but men cannot fix their wife’s emotions. Emotions are not repaired as easily as one could fix a leaking faucet or program a computer. So what is a man to do if he feels his wife’s heart is injured? How do you heal a broken heart?
Of course, Jesus is the Wonderful Counselor. He can come in, erase all the pain, and make the heart brand new. Most of the time, however, at least in my experience, He lets us wrestle with life’s heartache while we learn to better love one another.
The following steps are designed for a man to help heal his wife’s heart. This post developed when a pastor came to me with a horrible story of his wife’s sexual abuse as a child. Even today she struggles to trust any man, including her husband. I gave him this advice.
Whatever draws you closer to God is a good thing — and will make you a better man, regardless of what happens with your marriage. When you are attempting to rekindle your wife’s love, use this time to develop and strengthen your relationship with God. It starts, as all relationships with God begin, through a recognition of who Christ is and your belief in Him. Start there and grow.
The first thing men need to do is to recognize restoring a broken heart will not happen overnight. Emotions heal very slowly. Steps should begin to restore an injured heart or to rebuild the marriage, but men should not expect too much too soon.
Love your wife
This is by far their greatest need. Most wives have their love need unmet. The standard for our love is perfection, since a man is to love his wife as Christ loves the church. As imperfect men we will actually never love our wife enough. The wife knows, however, when the husband’s attention is somewhere else. Many men sacrifice their marriage for their careers or other interests. A wife’s love need is new every day. A wife needs to know that she is second only to God in her husband’s affections.
I have found for my love for my Cheryl to grow I need Christ’s help. I pray for this often.
Every woman has a certain need for romance. Many wives had a fairy tale idea of marriage when they were growing up. They realize early in marriage this isn’t reality, but their need for occasional romance remains. Most men rarely know how to do this. A man should be genuine, but should recognize and value the uniqueness of his wife and find ways to give her romance.
I gave my wife a “romantic” trip to New York City for Christmas one year. We were going to dance, walk through Central Park, and just enjoy each other. It didn’t turn out exactly as I had planned it, but I earned huge points in the romance category with my wife.
When a man comes home and says “This house is a mess”, being a mostly factual being, that’s probably all he meant. He looked around, made a physical observation, and stated a factual conclusion. The wife, however, probably did not receive the information that way. The wife most likely heard lots of negative information, such as, “You have done nothing all day”, or maybe even, “I don’t like you.” This sounds impossible to most guy’s rational minds, but with emotions receiving information anything could be heard, whether it was the intended response or not. Men need to learn how to be gentle with their wives and the words they use.
One question I ask men, “Would you let another man talk to your wife the way you talk to her?”
Communicate on her terms
Many women communicate best heart to heart – not head to head. A man should allow his wife to see his heart. He should be willing to be vulnerable with her. Men may need to ask their wives to help them learn how to say things to her. Men cannot talk to their wives as they would their guy friends. Women require understanding, compassion, openness and honesty in communication.
Give constant assurance
Trust is an important need for a woman in relationships. The wife needs to know that her husband is going to be faithful. Men should not take offense, for example, when their wife asks details about their schedule or the activities of their day. The wife desires to be a partner in her husband’s life and these details help her provide trust and security in the relationship. A man should also tell his wife frequently he loves her and is committed to her. She needs this consistent assurance.
Learn to Live by Truth
Ultimately life cannot be lived strictly by emotions. We need truth. Emotions are often unreliable. A woman who feels unloved may be very much loved by her family, but she fails to feel that truth because of years of emotional abuse. Men should gently, but consistently speak truth in love, reminding his wife of her worth, her beauty, and her place in his life. Over time – truth, when given with love, can help heal damaged emotions.
Keep doing it!
The heart is damaged over years and years of injury. Sadly many women have deep and tragic heart wounds, but much of this injury will have been unintentionally delivered and small in terms of the magnitude of the incident. Years of emotional injury builds up in the heart until the heart becomes closed. The erasing of the pain will happen just as it was developed – a little bit at a time. The husband cannot try this for a week and then stop. Protecting a woman’s heart must become a lifestyle.
Recently I was talking with a man whose wife is experience deep depression. As I talked with this man it became apparent that, though probably unknowingly, he had been damaging his wife’s heart for years. He cannot seem to understand why his wife is so emotional; “Everything seems to upset her”, he said. The man told me he had tried to help her through her problems and everything they had going against them he could “fix” if she would let him. I am not sure I could have ever convinced this man his attempts at “repair” were probably one of the chief causes of his wife’s broken heart.
Most men tell me they don’t know how to be who their wife needs them to be or wants them to be. I believe if we want to win back the heart of our wife we may need to learn how. It’s never too late to begin!
My father was probably the most bottom line guy I know. One of his most quotable lines was “The main thing is don’t get excited.” If anyone was ever tempted to stress about an issue he would interject this often repeated line.
And, there have been many times I have needed to remember those words.
There’s another phrase he used often, however, which may be even more poignant for our day. Perhaps you need this one – for whatever you are facing – or fear you may face.
And, you know, it really is what it is.
In other words, you can’t change it now. That’s a fact, Jack.
There is a Bible verse which always comes to mind. This may be one of my favorites.
If clouds are full of water, they pour rain on the earth. Whether a tree falls to the south or to the north, in the place where it falls, there it will lie. (Ecclesiastes 11:3)
It is what it is.
When the clouds are full – it rains.
When the tree falls – there it is.
Admitting “it is what it is” allows you to quit complaining and actually begin to figure out how you will live with the reality you are facing.
You didn’t get the job promotion. It is what it is.
The business failed. It is what it is.
Where do you need to admit it is what it is?
Perhaps your marriage is in trouble. Maybe you have a spending problem. You’ve let your weight get out of control. Perhaps you’ve been a lousy friend. It could be you are in over your head and don’t know what to do about it.
Insert yours here __________________. But, whatever it is…
The first step in moving forward is often to admit the reality you’ve been denying or trying to ignore. Now that you’ve admitted what it is you can ask more important questions, such as – What are you going to do about it?
Because where you’re going is far more important than where you’ve been or even where you are currently.
Previously I wrote a post on how to create environments which attract and retain first chair leaders in a second chair position. Read that post HERE.
The post was well received, but as expected, I received numerous questions after the post. The most common had to do with how to spot a first chair leader – or when a second chair leader should consider being a first chair.
A former intern of mine had a similar question. He’s a great young man, with a bright future ahead of him. I’m so proud to call him friend.
Here’s what he asked:
How long do you typically recommend a young first chair leader sit in the second chair? Obviously it depends on the individual and the leader, but in general there is always more to learn. What process would you go through to evaluate when the young leader seems ready to branch out? Thanks! Miss sitting in the chair under you!
I told him I was working on a post. I decided to think through some of my own experiences and some of the observations I’ve made over the years. Frankly, some are based on frustrations I’ve experienced and certainly I’ve observed or even caused others to feel.
Let me make clear, as if you didn’t know, this is a subjective post. I couldn’t write a post which would fully answer the question for every person. I can only share some principles I think could help a leader discern if they’re ready or if they need to consider a first chair position. If you were sitting down with me to talk through this issue, I’d probably advise you to think through some of these.
You can’t seem to be satisfied with leadership you are trying to follow.
I learned years ago one way to discern the gift of teaching – I’m always thinking, “I could teach this better” — you may have the gift of teaching waiting to be expressed. The same is often true of potential first chair leaders. I’ve talked with some leaders serving under tremendous first chair leaders who were still continually frustrated. Sometimes it’s not the person they are leading, but an indicator they need to try leading on their own — at least for a season.
You are always pushing past the current limits set for you.
You keep hitting a lid. First chair leaders (and many second chair leaders) hate to be capped to a level of achievement. If this is continually happening to you – and frustrating you – it may be time for to move chairs.
You have a different vision than you are being allowed to live.
Let’s face it, any healthy organization has a defined vision — one of them – sometimes a few smaller ones which support the one. But, if you have a personal vision which doesn’t fit anywhere in the mix this doesn’t necessarily mean your vision is wrong – or their’s is. It may just mean you need to go pursue the vision you feel God has given you.
You are dreaming big dreams without an outlet to realize them.
Let me be honest, sometimes you have to start something if you want it to be “your” dream. Let me also be clear, I’m a leader, but also a pastor. So the pastor in me says to make sure it’s a God-given dream, but there are times God has something He wants you to do. Not that you will accomplish it on your own, but you may have to be the one to lead the effort. This is sometimes done from a second chair position, but frequently, if you keep feeling setbacks along the way, it may be you need to change chairs.
You are ready to handle first chair issues – including criticism.
This is a big one. I chose to mix it here among the others, because it’s a harder one to accept. This is one of those “you won’t fully understand until you experience it” kind of things in life. When you lead from a first chair position there is a unique weight on your shoulders which can’t be fully appreciated until you sit in the chair. And, no first chair leader doing anything of value is removed from criticism. Leadership involves change – leading people somewhere new. This isn’t always neat, tidy, or even fun. Some days are harder than others. Some days – in fact, some seasons – there appear to be more critics than supporters. And, by the way, this can happen when things are going great overall. Are you ready for this? It requires a gut check honest conversation with yourself, and perhaps with others you trust to speak into your life.
You are a self initiator.
Do you take the initiative to pursue something new or do you tend to wait until someone spurs you? First chair leaders often feel the need – even the calling – to move forward while everyone else is comfortable sitting still.
You influence others.
This is another place where self inspection is important. Do people seem to look to you for direction or insight? Ask yourself, are others following you naturally? In my experience, if people won’t follow you without the first chair position they probably aren’t going to follow you – short of force – if you move into the first chair.
This post is intended to help. Actually, I hope it helps the first chair leaders who see people in second chairs around them who may need a little encouragement – even to switch chairs – or to be patient where they are at the time. I hope it encourages some second chair leaders to self-evaluate, ask hard questions, spend some time with God and others and discern their next steps.
There is no guarantee you’re ever ready to be in a first chair position. Again, no post could do this for you, but your response to some of these considerations may help you decide if you fit some of the profile of many first chair leaders I know.
You may recall my former intern asked the question “when”. I closed my reply by telling him I don’t think there is a certain time, but there is a certain maturity for which I would look. And, I think we often know if we are ready, but sometimes need someone to affirm it in us. Don’t be afraid to ask someone to speak into your life.
You’ll never be fully prepared for a first chair position, any more than we are ever prepared for what’s “next” in our life. But, as has been eloquently said so many times before – Where God calls you – He equips you.
I always advise young leaders, if they can, to sit under a seasoned leader for a while, learning all they can, before they venture out on their own.
I realize that’s not always the advice a young, ready-to-go leader type wants to hear – and I get it, since I was one of those younger leaders. And, we learn mostly by failure, so there is something to be said for jumping out on your own, getting both feet wet (to use another cliche metaphor), and starting something new.
Not long ago I was visiting with a group of leadership students from a nearby Christian college. I had just offered this advice.
These young leaders are ambitious. They are ready to make their mark on society. Most are studying for ministerial positions within the church.
Many of these young leaders will be church planters, and we need them to be. We need more church planters. Still, if I was advising one of my own children, I’d give the same advice. If possible, sit under a seasoned leader for a season.
Someone asked me a question.
How do you attract (and keep) “first chair” type leaders into a “second chair” position?
This group had been studying the concept of first chair and second chair leadership, so this prompted a good, obvious question.
(For some help with definition, if needed, the first chair leader usually has a title such as C.E.O., President, Senior Pastor. Second chair leaders have a title such as C.O.O., Vice President, Associate Pastor.)
How do you attract (and keep) “first chair” type leaders into a “second chair” position?
They followed that question with another equally good question.
They asked if I felt I could ever again be a second chair leader. At this point, they knew my history. I’ve been a first chair leader for well over 20 years.
My answer to the second question first. Yes. I could be a second chair leader.
My answer to the second question.
Remove the lids
The real reason most people resist the second chair is they don’t want to be limited in how much they can achieve. The best first chair leaders are willing to get out of the way and let people around them lead – even if the second chair person’s success gains more notoriety than the first chair.
Empower individual dreams
If a second chair person feels the freedom to dream big dreams – even individual dreams – they’ll be fueled to continue in the role. They may have to be empowered to work on dreams which are even outside the vision of their current organization. Of course, they still need to meet all the requirements of a good second chair leader, so there should be loyalty to the place where they are currently serving in the second chair.
Let the leader build a team
Second chair leaders, who are qualified to be first chair leaders, need to have the freedom to build their own teams. They should be able to recruit and lead their own people. (Again, I can offer this qualifier in every point, but this is with the understanding there is an overall vision which must be maintained, and ultimately the vision holder is the first chair leader. But, if the second chair leader is on board with the vision – give them room to build and lead their own team.)
Invite their input into larger decisions
This is huge. Second chair leaders who could be first chair leaders want to play a part in the overall strategy and implementation of the organization. They have ideas. They have energy to invest in them. They want to make a difference. If you want to keep them you have to give them a seat at the lead table.
Give them a voice
This goes with the last one, but not only should they have a seat at the table, but their input should matter. Their opinion must make a difference in the overall direction of the organization. The weight of their suggestions must be valuable in making final decisions. Hyper controlling leaders will have a very hard time with this one, but it’s critical to retaining the best “first chair minded” – second chair leaders.
This one probably goes without saying, but it needs to be said to many senior leaders I know. The best first chair leaders don’t micromanage anyone, but this is especially true if you want to attract the first chair leader types into the second chair. You certainly can and should have broad goals and objectives for them to achieve, and, again, they should be working for the same overall vision of the entire organization, but then, if you want to keep them, get out of their way and let them do their work.
Don’t hog the glory. (Of course, the only real glory goes to God, but don’t be afraid to celebrate other people’s success – and, I would add even louder than your own.)
Let me be clear, as I tried to be with the leadership students, there are exceptional second chair leaders who never desire to be first chair leaders. They are awesome! I love having serving with them on a team. In fact, I’ll be transparent enough to say without some of them I am very ineffective as a first chair leader. You don’t want me in the first chair unless I have some good second chair people around me.
There are good first chair leaders serving in second chair positions. Keeping them is more difficult, because they are natural first chairs. There’s another blog post here on how I spot a first chair leader, but I have always had some on my team. They make me and the organization (or church) I lead even better.
Granted, some don’t even like this type discussion, especially in a ministerial context, because Jesus is in the first chair – ALWAYS – and, I totally agree with that – and to some, who don’t appreciate the concept, it my sound egotistical. I get that too. I’ve written about the church afraid of leadership previously. But, if you want to ignore the realities of organizational structures which exist in any place where two or more people are gathered, including the church, you can probably ignore this post.
If you want to attract and keep first chair leaders in a second chair position – I hope this post helps.
I speak frequently to pastors and ministry leaders – and some business groups – about leading healthy change. Every time I mention one thing any leader attempting change needs to understand – the emotions of change.
You cannot lead successfully if you do not understand every change has an emotion. Plus, if you don’t emphathise with those emotions – and, I’m not trying to sound dramatic here – you are either being cruel or ignorant as a leader.
So, how do you deal with the emotions of change. Well, let me offer a few suggestions.
Give information. People usually fear what they don’t know more than what they do. During seasons of change it’s important to increase the level of communication.
Allow time to adjust – even to heal. There’s been a loss. The biggest objection people have to change is usually the sense of loss, which fuels the emotion. You don’t get over this immediately. Obviously, if a person can never get over it you may have to move forward without them. But, make sure you don’t move without them because you stepped on their season of grief.
Temper celebration when change is still hurting some people. Don’t slap those opposed in the face immediately. Of course, never say “I told you so”. That screams arrogance. Celebrate yes, but do it with taste when feelings are involved.
Give it time to see if it calms. Extend forgiveness where necessary. Allow people to express their anger without retribution. Anger is usually the result of unmet expectations. Don’t agitate even further by not following through on commitments made. Some people can’t move forward once they’ve gotten angry. They don’t know to move forward. But allow time to see if it’s just an initial, reactionary outburst.
During times of change attempt to be the king of clarity. Use various methods of communication. People hear things in different ways. Make sure everyone hears you or has an opportunity to it they are listening. (And some won’t)
To address this one you have to somehow replace the loneliness people feel with something they can enjoy even more. It will take time. Again, some won’t get there, but if the change is worthwhile, most people will eventual see some value in the change – especially as it relates to their personal values. Bottom line here: Make good changes.
Recognize and acknowledge that some people will have a genuine lack of happiness about the change. That’s okay. Don’t force it. Don’t expect it. Give it time. Sometimes giving them new roles within the change gives them relief from the sadness. But the best response here is to be patient with people. Sadness doesn’t heal under pressure.
Energize them with the vision. Let the vision drive their enthusiasm. That means you have to repeat the vision often. Sometimes daily. And you celebrate vision accomplishment more than anything else you celebrate.
Any ideas you would care to share?