{"id":338772,"date":"2025-12-11T05:24:34","date_gmt":"2025-12-11T05:24:34","guid":{"rendered":"https:\/\/peraltafinancing.com\/uncategorized\/one-critical-component-to-leading-change-nathan-magnuson\/"},"modified":"2025-12-11T05:24:34","modified_gmt":"2025-12-11T05:24:34","slug":"one-critical-component-to-leading-change-nathan-magnuson","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=338772","title":{"rendered":"One Critical Component to Leading Change \u2013 Nathan Magnuson"},"content":{"rendered":"


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I had two separate experiences with leading change recently that demonstrate one critical aspect that is often the difference between success and failure. Let me share the two scenarios \u2013 see if you can guess what it is. Of course, I\u2019ll share it as well.<\/p>\n

Scenario #1:<\/strong> Recently I was with an executive team delivering one of our most popular Leadership-in-a-Box<\/a><\/strong> programs Leading Change. At the end of each \u201cLB\u201d program, we have the participants complete a worksheet applying the concepts they just learned and then share it with a peer to get feedback.<\/p>\n

<\/p>\n

This program was no different. The executives selected a change they needed to lead, completed the worksheet based on our short and practical change model and then compared their action plan with another executive, factoring in their feedback.<\/p>\n

Next, each executives reported their plan to the whole group, as well as the feedback they received, which they acknowledged would improve the likelihood for success. But the biggest takeaway came next. \u201cAll of our leaders should do this,\u201d they said. \u201cWhenever a leader has a new change to lead, they should take a few minutes to complete this worksheet, THEN get feedback from another leader and THEN begin the change. That will immediately improve the quality of ALL of our change efforts!\u201d<\/p>\n

Scenario #2:<\/strong> I spoke with the Chief People Officer of a growing healthcare organization who had just purchased a bundle of our Leadership-in-a-Box programs<\/a><\/strong>. Before their new leadership initiative began, she pulled out the same Leading Change program and presented it at a leadership summit to the organization\u2019s top 60 executives. (Our LB programs are designed so even an amateur presenter can facilitate well, but this particular executive could make a rock seem interesting and business relevant \u2013 and she did a wonderful job.)<\/p>\n

She told me how the change model and the illustrations connected with the group before sharing the key takeaway from the group. \u201cThey all completed the worksheet,\u201d she explained. \u201cThen, we agreed as a group that whenever a new change is required, each unit\u2019s administrative leader and physician leader will complete a new change worksheet together<\/strong> before getting started so they can both own the change right from the start.\u201d I told her I thought that was a wonderful idea.<\/p>\n

So\u2026 any guesses about the critical change component?<\/p>\n

Here it is: ALIGNMENT<\/strong>.<\/p>\n

In each scenario \u2013 the change model worked. The action plan worked. The conversation worked. But the key takeaway was that the leaders themselves needed to be on the same page<\/em> for the change to be successful.<\/p>\n

That\u2019s good news and bad news for the rest of us.<\/p>\n

Bad News:<\/strong> Let\u2019s start with the bad news first. If you are a proactive action-taker \u2013 your \u201croll up your sleeves and do it yourself\u201d initiative may actually present a massive change barrier. When change is initiated in a vacuum, it often stays there.<\/p>\n

Good News:<\/strong> The good news is rather obvious. We all have the opportunity to collaborate and influence the decisions and actions of others before, during and after each change opportunity. (In fact, we\u2019ve begun recommending our Influence program as a great complement to Leading Change.)<\/p>\n

How well are your current change initiatives aligned with other leaders in the organization? I encourage you to take the extra step to share your change rationale and approach and invite the input of others who will make or break the effort. You\u2019ll go a lot further that way.<\/p>\n

By the way, here\u2019s our Leading Change Worksheet<\/a>, if you\u2019d like to use it to get started.<\/p>\n<\/p><\/div>\n\n","protected":false},"excerpt":{"rendered":"

I had two separate experiences with leading change recently that demonstrate one critical aspect that is often the difference between success and failure. Let me share the two scenarios \u2013 see if you can guess what it is. Of course, I\u2019ll share it as well. Scenario #1: Recently I was with an executive team delivering […]<\/p>\n","protected":false},"author":1,"featured_media":338773,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[142535,112044,104732,12119,111411,163257,112483,163256],"tags":[7001,30141,11082,11052,132438,5095],"dealstore":[],"offerexpiration":[],"class_list":["post-338772","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-alignment","category-change","category-collaboration","category-communication","category-influence","category-leadership-in-a-box","category-leading-change","category-organizational-effectiveness","tag-change","tag-component","tag-critical","tag-leading","tag-magnuson","tag-nathan"],"yoast_head":"\nOne Critical Component to Leading Change \u2013 Nathan Magnuson - Som2ny Network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fivemor.com\/?p=338772\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"One Critical Component to Leading Change \u2013 Nathan Magnuson - Som2ny Network\" \/>\n<meta property=\"og:description\" content=\"I had two separate experiences with leading change recently that demonstrate one critical aspect that is often the difference between success and failure. 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