Do you embrace change?

You must to innovate.

Not to scare you or anything, but embracing change is a requirement of leaders, especially today. And not just for those leading innovation. If you are a leader of your organization or of your department, you are responsible for evolving, for not becoming stale, for addressing new needs in the marketplace, for ensuring your organization has the right skillsets to win in today’s business environment, and so on.

Yet, established organizations put structures, process, and bureaucracy in place to help the business function more efficiently and often more effectively. Organizations organize. I’m a process person, so I can appreciate this. But while done with good intent, these structures end up being barriers to flexing to new world demands.

As a leader, you need to champion change.

And that change starts with changing yourself. Yes, others need to change, too, but you have to lead the way and look change head on first.

What’s a clear sign that a need for change has crept up on you?

Have you ever had the feeling like you were getting sick if you didn’t change? I think organizations can feel the same… have a gut-level sense that something is terribly wrong. So, are there signals in your organization that not changing is becoming painful? Is the organization showing signs of illness?

Few people embrace change. Yet, it’s critical to become a master of change if you are going to lead, innovate, and keep your organization from slowly dying. Consider asking yourself on a regular basis, “What must change for us to continue to progress forward? How must I change to facilitate that movement?”

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