Change your mind and the best will follow you; 3 steps to demonstrate agile thinking, in a way that makes people want to follow.
If you are in a leadership role, you have a problem. Your people want you to communicate consistently and you are also expected to be agile in your decision making to keep up with the ever-increasing speed of business. This creates a paradox. On one hand, your people want you to be consistent and always do what you said you would do in the past. The company requires you to change what you think and say, based on the current needs. You and your people, and the company want the best possible outcomes in the future.
When you are agile in your thinking, perhaps based on new information, it is likely that some of your people will say things like “that isn’t what you said two weeks ago” or “I thought you said we were going the other way”. This can cost you credibility if you don’t manage it correctly; here is how to do that.
The top incentive plan consultants say that when you roll out a plan, you must set (and maintain) the expectation that the plan will change. They clearly state that, and include, “as we learn and/or market conditions change, if we feel that the plan has become unfair to employees and/or the company, we will change it. Expect changes 1-2 times per year”.
I think this is good advice.
Leaders are asked to provide reliability and consistency in what they say. This is great from a values perspective and may also be great for making the decisions that will best serve the organizations current needs. Like in our blog entitled, “3 Steps to Making Things Right After You’ve Made a Bad Decision”, we suggest that making the right decision isn’t always easy.
Please consider the following steps to follow when you are making and announcing decisions.
- Stand by your decision. Tell people something like, “I’ve thought this through with you and others. We have many different opinions and a few weeks ago, mine was the opposite of where I stand today. I’m not sure this is the right decision and here is what we are going to do….”. Or, “I know that I used to argue that we should pursue option one. Based on new information, I’ve changed my mind and we are pursuing option two…Sometimes there is no decision that is “obviously right”. If you are dealing with one of these, be transparent.
- Seek understanding, even if you don’t get agreement. Try saying, “I know you think we should have made a different decision and I respect that. I’m not asking you to wake up tomorrow and agree that this decision is the right one, I am asking you to understand that right or wrong, this is what we will be doing.”. Don’t apologize for the decision, stand in it with both feet.
- Ask for commitment. Try saying something like, “Knowing that if you had been responsible for this decision, you would have made a different one, I’m asking if we can still have your full commitment and effort. I value the excellent work that you do and I’m asking that you bring your best effort and full capability to this work. We need your talent on this project and I’m asking if you will bring your best to it?”
In short, be consistent in what you say when it comes to your values. Change what you say when market conditions and/or your thinking changes around decisions. The agile leader knows that changing their mind is part of staying current and your best people know that.