Leaders often need to be able to change on a dime. You have to be able to bend but not break. Often times there are changes that need to be made that are critical to the success of your team. These changes may require sacrifice and they may require work or tough decisions.
The toughest decision may be to actually implement that change. There are many obstacles that can stand in the way of the success of your team and it is crucial that as a leader, you do not let yourself be one of those obstacles. Changes come as a result of a change in the economy, a change in the dynamics of your team, and for a variety of other reasons.
It may be a fear of “rocking the boat” that prohibits many leaders from making the changes that are clearly needed to either maintain existing success or turnaround a team that is failing. Often times it may be as a result of procrastination that a leader is not making the changes that s/he knows is necessary for the well being of the team. Procrastination usually stems from uncertainty, such as not knowing the exact process, protocol, or strategy for implementing the needed changes. Often times there is not a plan in place to institute changes which leads to that feeling of uncertainty about how to actually do it which causes procrastination.
Procrastination is lethal to the health of an organization. No matter how great your talent, no matter how vast your resources, and how deep your pockets, you will never win the race if you cannot leave the starting line. The best way to combat procrastination is to sit down and first clearly name your object on paper (the change that needs to be made). Then you must take the time to put all of your thoughts on to paper and formulate a clear plan in simple steps for how you will implement this change. Very complicated tasks can be made much simpler by breaking them down into smaller steps. By doing this, you will have a clearer picture of exactly what to do which will eliminate your procrastination. Someone once said that if your plan is not in writing, you do not have a plan.
Not enough can be said about taking initiative and making changes. You not only owe it to your team, but you also owe to yourself and your development as a leader.
Robin Trehan, B.A, MIB. MBAebusiness