When coaching an executive who is struggling, I listen very carefully. In particular, I listen to understand how they are framing things up and how they are thinking through their challenges. Often the source of their struggles revolves around a singular problem, namely how they use the word “change.”
In some sentences, these individuals use the word “change” and they want something to get better or improve. Yet, in the same paragraph, they might also use the word “change” within the context of something being transformed, i.e. doing things differently. The challenge is understanding which definition of the word “change” is being referenced.
Routinely now, I coach executives to be very mindful when they use the word “change.” For some, I have even encouraged them to stop using the word all together. Instead, I want them to use the words “improve” or “transform”. The goal is to be clear about what they are trying to communicate because improving something and transforming something are not the same thing at all.
As you and your team move through the summer weeks, pause and be certain you are sending clear and concise messages around the subject of organizational change. Then, decide whether or not the word “change” is helpful.
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