I wrote a previous post, “When You’re Ready to Move from Talk to Action.” It focused on troubleshooting the implementation of strategies, campaigns, or projects. There is, of course, a point in time prior to the carrying out of plans, when a conscious decision is made to move from theory to the actual work of creating change.
My primary interest is how to better understand leadership around social change. I do recognize, however, that a considerable amount of the writing on topics in both leadership, and change comes out of the worlds of organizational development and organizational leadership. Some of it is universally useful.
I recently came across an image (below) in a blog post by Simon Terry, a consultant in the field of organizational development and leadership, which reminded me that regardless of the scale of change, organizational, or societal, some underlying questions remain the same. Regardless of the change you seek, the question that is going to get things done is: “why don’t we?”
The question of how to make that transformation straddles the planning, and the implementation stages. How implies a plan exists. “Why don’t we . . .” implies that there is action to take.
People who want to maintain the status quo:
- Why don’t we . . . study this a little further?
- Why don’t we . . . cover up the fact that this problem exists?
- Why don’t we . . . just have a cooling off period of an indeterminate time to let complaints and questions blow over?
People who want to create change:
- Why don’t we start working today to implement our plan for more effective, fair, and sustainable solutions?
Don’t wait for some mythical time when all risk will be mitigated. When you have a plan, work to make it happen.