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Lessons From Long-Distance Running: Support Mechanisms

Change Strategies, Culture Change, Mindsets & Behavior, Organizational Change, Sustaining ChangeComments Off

This is part of the series “Lessons from Change Management Strategies and Long Distance Running.”
How would you like to run in those rubber boots? Of course it is ridiculous! What is worse, it could be dangerous. You have to use the right shoes; you have to have the right gear. I train in a pair of Nike Free (right), great shoes!

Shoes do make a difference!

Other support mechanisms for runners can include a schedule for regular practice, a training program to systematically increase endurance and speed, access to a gym with the right equipment, diet and supplements, and a running group. Likewise, organizational change requires support mechanisms to enable the implementation of the change and to assimilate it into organizational culture. The first step is to clearly define the desired behavior that the change requires, then align the support mechanisms or systems to reinforce the change.

Lessons From Long Distance Running: Managing Pain

Acceptance, Change Strategies, Organizational Change, ResistanceComments Off

This is part of the series “Lessons from Change Management Strategies and Long Distance Running.”

During training, my right knee would start hurting after about 4 or 5 miles; so it was no surprise when the pain started around mile 4 the day of the race. The pain was sharp, it got worse, and the urge to stop increased with every step. But it was not unexpected and I knew what I needed to do to manage the pain through the next almost 13 miles to the finish line.

Large, complex organizational change is painful at many levels. It is painful to those impacted by the change because it takes them out of their comfort zone and stretches them to unlearn old habits and learn new ones. It’s painful to the change leaders because it feels like running in sand. But what does pain look like during organizational change?

Lessons From Long Distance Running: Pace

Change Strategies, Organizational Change, Resistance, Sustaining ChangeComments Off

This is part of the series “Lessons from Change Management Strategies and Long Distance Running.”

The early morning air was cool at the starting line. My body felt rested and my legs fresh. With several thousand runners anxious to start, the excitement was in the air. At the starting signal I felt a rush of adrenaline. My first temptation was to get away and break into the open as soon as possible. A natural urge would be to start fast to get to the front of the pack, a mistake that could cost a runner the race or injury. The key is pace!

Lessons From Long Distance Running: Focus

Change Strategies, Leadership, Organizational ChangeComments Off

This is part of the series “Lessons from Change Management Strategies and Long Distance Running.”

Have you ever been tossed three squishy balls and an egg at the same time? Which one would you catch? Hopefully the egg!I have used this exercise in a training program to illustrate the concept of FOCUS. It’s amazing how fast people can focus on the thing that really matters.
For runners, focus provides energy, motivation, stamina, concentration, and helps channel the physical and mental effort of the runner to maximize performance. Focus also helps deal with pain and other distractions that inevitably occur. There are many ways to achieve focus both before and during the race. I only mention a few that have corollaries to change in organizations.

Lessons from Long Distance Running: Milestones

Agility, Change StrategiesComments Off

This is part of the series “Lessons from Change Management Strategies and Long Distance Running.”

Any journey begins with one step!

As the saying goes, you eat an elephant one bite at a time. The same is true of a long distance race. At least for me! Sixteen miles to run can be an overwhelming thought, discouraging, even depressing to some! The night before the race I drove through the course to familiarize myself with the course, the turns, the hills, some key landmarks. Mentally I broke down the course into manageable pieces or segments.

Lessons from Long Distance Running: Flexibility

Agility, Change Strategies, Employee Development, Employee Engagement, Organizational ChangeComments Off

This is part of the series “Lessons from Change Management Strategies and Long Distance Running.”

Flex·i·bil·i·ty (noun  /ˌfleksəˈbilətē/)
1. The quality of bending easily without breaking
– athletes gained improved flexibility in their ankles
2. The ability to be easily modified
– I enjoyed the flexibility of the new system
3. Willingness to change or compromise
– the organization has shown flexibility in applying the new process

Soon after I started my training, pain developed and I learned that I needed to develop a lot more flexibility, that I was stretching too little, AND that I was doing it the wrong way. Without new ways to gain needed flexibility, the pain would continue and I could get hurt for good!

Lessons From Long Distance Running: Preparation

Acceptance, Change Strategies, Leadership, Organizational ChangeComments Off

This is part of the series “Lessons from Change Management Strategies and Long Distance Running.”

Image by Idea go

When I decided to run the 25K race at my friend’s invitation, it seemed like a great idea. But having never run such a distance I knew serious preparation was essential. So I began to read up on what marathoners do to prepare (granted this was just over half a marathon).

Depending on a number of factors, preparation may need to begin several months in advance. The runner must develop muscle, flexibility, and endurance. This happens with a steady regimen of targeted exercise, practice runs, and a healthy diet among other things. In my case, I needed lots of preparation!

Change Management Strategies: Lessons From Long Distance Running

Agility, Change StrategiesComments Off
With two good friends after the race

I recently completed my first 25K race (15.8 mi), which was quite the experience! Though I’m glad I did it, the race was long and difficult. Of the thousands who started, many runners did not finish. Some got injured; others simply gave up. I even saw an ambulance…not an encouraging sight!

So, what does this have to do with Change Management strategies?

As I trained for several months, I thought of some similarities or lessons about long distance running and embarking in a large organizational change initiative, particularly those aimed at culture change. I’ll explore these lessons in separate posts over the next several weeks.

Why Communication Fails? …What’s Missing?

Change Strategies, Organizational Change, Stakeholder16 Comments

Ever heard the cure to all problems? “Communicate, communicate, communicate!” …Yea, think of this…

A long time ago, I was in downtown Mexico City. A big place with lots of tourists. I saw an American tourist (camera and all), asking a vendor for information…in English. Yes! Next, the local doesn’t respond right…so the tourist begins to increase the volume and slow down. The third time, the woman was almost SHOU-TING  E-VERY SY-LLA-BLE! 
Can you picture that? Yes, it was funny to watch. In the end, the local never understood what the tourist was talking about. The tourist left angry and frustrated!

Facilitation as a Key Intervention for Organizational Change

Change Strategies, Facilitation, Mindsets & Behavior, Organizational Change2 Comments

As I prepare to attend the International Association of Facilitators Conference in Denver (one of my favorite professional conferences!) I remember presenting at this same conference (but in Europe a couple of years ago) on the topic of Facilitation as a Key Intervention for Organizational Change.

So, I wanted to share a couple of thoughts on how group facilitation or dialogue facilitation is a key intervention for bringing about organizational change. One of the great business thinkers, Peter Block, said…”Change happens in the dialogue of the ‘why’ questions…looking for the meaning of things.”

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