In my last post, I mentioned 2 reasons to develop your personal positive power. Today, let’s take a look at Robert Quinn’s four ways to instigate change(in his book The Positive Organization). Let’s explore these four approaches – to see what is effective for a Positive Agent.
The first is well-known and rather easy to do: just tell people to change – and what to change. However, you have little control over the change – you just hope that people will change as you told them to.
If that doesn’t work sufficiently, you can try to enforce change with punishments and/or rewards. You offer people outside motivation to change so you have to keep those punishments and rewards coming. It takes more efforts but you’ll experience a little more control as well.
Participate in Change
If that doesn’t yield the desired results either, you can invite people to participate in the change development process. This is based on the idea that people support what they help create. This takes way more time and energy but can be more effective because you influence people while developing the desired change together. However, there is no total control – the participants may deviate from what you’d like to see – and you might be tempted to force, push, and pull again.What are you personally going to do to change your organization? Click To Tweet
The Change Circles approach that I developed for culture change, uses this participation change model and combines it with personal change. “As a participant to our circle, which of your beliefs and behaviors will you change to achieve our change plan? As the CEO of this organization, what are you personally going to do differently to enhance this desired future?”
If enough people keep doing what they always did, the organization will not change. That’s why I included personal change in the participative Change Circle.
Being the change you wish to see in the world – as Gandhi said – is the fourth and most compelling way of instigating change. It is also the most intense way to change and takes more time, energy, and effort.
This change is within your control (but not necessarily easy). You change certain beliefs and behaviors. Now you are different – and so are your interactions and actions.
What you say and do will elicit different responses from the others. Your change will influence the people around you and creates ripples through the system you are part of.
Being the change you want to see on your team has undeniably strong moral power. It shows: “Me, too”. I abide by the same rules as you. I take this seriously. I embody the change we propagate. I walk the talk. I go through the same discomfort to practice new behaviors. I feel awkward, too. And I do it anyway because this matters. I believe in this change.Being the change you want to see on your team has undeniably strong moral power Click To Tweet
Being the change might inspire others to change, too. As people tend to copy each other, here is your best chance to sprout positive change in your circles of connection and collaboration.
This stands out for me: there’s no change without personal change.
You cannot change the others.
You can only change yourself and hope to inspire the others, too.
So, let’s change the workplace and the world from the inside out by developing our personal positive power.
“Yesterday I was clever, so I wanted to change the world. Today I am wise, so I am changing myself.”
This is book post #5 – introduction
Leaders, employees, consultants, citizens – everyone can make a positive difference from any position, without needing permission or resources from others. This blog will help you see positive possibilities and (re)claim your positive agency. Unstuck yourself and engage others via your interaction and actions. Transform into a positive organization where people and performance thrive.
I’m blogging my next book: “Positive Power at Work – How to make a positive difference from any position.” Your feedback is appreciated!