We live in a time that we have not experienced been before. We live in a culture that seems to be changing constantly. All you have to do is go into an electronics store and see all of the new technology. I watch some people throw up their hands and don’t try to embrace any of it unless there is a good motivation to do so, like grandparents who are using the technology to stay in contact with their grandchildren. I see others make an attempt to use the new technology in a limited manner and get frustrated at what they don’t know or understand and generally have a negative attitude about it. I see others who use it quite well. And then I see others who love it, embrace it and make full use of it. I see the same thing in organizations. Some people throw their hands up and reject change. I see others try to understand it and then have a negative attitude. In both of these instances, it usually results in a rejection of the leader. I see others accept change and I see others who love it and embrace it.

So what happens in an organization that is trying to align itself for the future, while at the same time is trying to help those who are either rejecting or struggling to change? Some people embrace the change immediately while others soon after they understand it. Some people need extra time to accept change and then there are others who no matter what is done, they will never accept change. Because there are so many cultural and technological changes occurring rapidly, leading an organization feels like a rubber band that is being stretched. Some within the rubber band what to keep things the way they were, while others are out in front leading the change according to what they see on the horizon. If you are leading an organization you are probably feeling stretched like never before. The challenge for leaders is to move the organization without breaking the rubber band.

Until all have heard,
Ed Doerner