Leading Change the Right Way
Welcome to another Toolkit Tuesday! Every week, our goal is to give you a practical leadership tool to put in your toolkit.
So There I Was…
So there I was, trying to lead change with logic, clarity and a solid plan. As a Guardian, that part comes easy. What does not come as easy is tone and tact. My wife says I sometimes forget to turn my “sensitivity meter” on. I can be both right and wrong at the same time, saying what needs to be said but leaving people a little bruised by how I said it.
In the military, that was not a problem. You did what you were told or you were released from the unit. But in ministry and now in business, I have learned that approach does not work.
As I lead our local business networking group, I am fortunate to have a leadership team that represents a good cross section of the 5 Voices. We have grown fast over the past 18 months, which means constant change. I do not implement everything they suggest, but their input gives me a 360-degree view so I can lead change in the healthiest way possible.
The Challenge
Every leader has moments where change feels urgent. The plan makes sense, the path is clear and you just want to move. The problem is when you move too fast or through your own perspective alone, you risk creating confusion and resistance. What seems obvious to you might feel threatening to others. And when people do not understand or feel included, they dig in and slow the whole process down.
The Tool: Leading Change
When it is time to lead change, bring in an advisory group that represents the voices you do not naturally hear. For most of us, that means your third, fourth or fifth voice in the 5 Voices framework. These are the people who see things differently than you do.
Ask them to help you think through how your plan impacts the rest of the organization. Let them point out blind spots, emotional reactions and communication gaps. Their perspective will slow you down at first but it will save you time, energy and frustration later. The more you invite others to speak into the process, the more ownership and alignment you will create.
Why This Matters Now
Change is happening in every organization right now. New systems, new people, new goals. Leaders who can navigate those changes with wisdom and empathy will keep their teams together and moving forward. Those who do not will create silos, frustration and burnout. You will either build unity through inclusion or division through assumption.
The Result
When you use the Leading Change tool, you create clarity, buy-in and trust. Your people may not agree with every detail but they will feel heard and valued. And that is what keeps them engaged through change.
But if you skip this step and lead through your own perspective alone, you will eventually find yourself leading a team that follows your plan but not your leadership. They may comply but they will not commit.
Take Action
Identify one upcoming change you are leading and build an advisory group using the 5 Voices. Include at least one person who sees the world differently than you do. Ask them to speak into the plan before you roll it out.
Schedule a strategy call with our team to talk about how to use the 5 Voices to lead change more effectively in your organization. We will help you build a plan that gets everyone moving in the same direction.
Closing the Loop
When I finally learned to invite other voices into my process, everything changed. I still value structure and clarity but now I see how including others strengthens both. Leading change is not just about having the right plan. It is about having the right people speaking into it.
That mix of voices helps me fight for the highest possible good of each person we serve and keeps people connected instead of left behind.
