Archive for May, 2012
I know with the title I’m right on the edge of taking the Horse Whisperer metaphor one more step beyond its original intent…maybe. But there is no stopping me now. The show Dog Whisperer really reiterated the idea of understanding an animal’s behavior at a deeper level. Cesar Millan has a thorough understanding of the fundamentals of dog behavior. How dogs relate to other dogs and to human interactions. The behavior we see always has some deeper cause and affect and Cesar can make sense of it because he understands normative behaviors. In fact, I love how Cesar does his work as much with the dog owners as the dogs themselves. It’s a little bit of both and not just the dog or just the owner.
I see adaptive leaders as Change Whisperers. They understand change fundamentally and know how it impacts people. To coach and lead people effectively in today’s global environment you need to fundamentally understand change and you need to have a fundamental understanding of human behavior.
There are three core types of change and adaptive leaders must understand these.
- Continuous change – This is predictive change that creates a “trend line” path for a leader to make proactive moves in a market place or make continuous improvement processes more standard. It is much like knowing that when your tires hit 45,000 miles you should be planning for new tires. It is something you can put in the calendar and follow the reminders.
- Planned Change – Organized change efforts are varied in their nature based on the organization and situational issues. Proactive change management is a skill area for adaptive leaders. Knowing how systems or businesses never stay isolated from external factors or closed for vary long; Informs the need for constant attention to what proactive changes do I need to make now to keep individuals and systems in top shape. This is a vital awareness for any leader of any system.
- Discontinuous change – This is “Tsunami Change”. You wake up in the morning and things are soon drastically different. This change is unpredictable. Fundamentally we can practice our response to disasters, but there is no definitive way to predict when drastic life and business circumstances will come your way. The ability to practice scenarios is at the heart of the success of adaptive leaders. Compressing the time that it takes to adjust or be in action is key but not necessarily the main creation of leadership value. Leaders who know when to act and when to be patient are invaluable to organizations involved in environments of frequent changes.
I could add one more to make it four in total. The last type of change is uninformed change. Change just for change sake…I’ve seen it happen when leaders are bored and the status quo is not exciting. They have to meddle with success. Sounds stupid and it is. But hey, go watch a few Dog Whisperer shows and you’ll wonder who’s the smart one…the master or the dog? The leader or the follower? It’s not just about being good at changing. You need to understand when to change and how to navigate and guide those most impacted through the change landscape. Adaptive leaders know this and practice it and practice it over and over. It’s called mastery.
Next time we will talk about how we as humans interpret change.