Many leaders wish that those they serve were more sympathetic, more engaged, or more flexible.  These wishes seem to make sense and to be logical wishes on the part of leaders.   After all, who wouldn’t want to have a team that is marked by all those wonderful things?

However, these sentiments keep the focus on others and how they are acting.  These responses do not create opportunities for change or growth since they revolve around things a leader cannot control.   Others are in control of their actions and so this provides little room for optimism.

On the other hand, consider that you are the change agent.  Change is always the result of introducing a new factor or new pressure versus just hoping it will happen.  Instead being a change agent means intentionally introducing new communication, incentives, or accountability to achieve needed change.

If you want your culture or your team to be different, then consider how you can influence that change.

Many times our teams focus on what we demonstrate is important to us.  For example:

  • What do you pay attention to and inspect results of?
  • What do you talk about and stress as important?
  • How do you act/talk/think?
  • What are the actions and attitudes that you reward?
  • How do you support/encourage them throughout the change?

If you see something that you would like to have changed, then take that step to influence those who need to be part of the change.   You can take that first step any time to ensure the team is on track to be highly successful, and a great partner in working towards your goal.