Page 228 - 4- Leading_from_Within

During this period, effective leaders need to focus on two things. First, the
feelings and confusion of employees must be acknowledged and validated.
Second, the leader must work with employees to begin creating a new

vision of the altered workplace and help employees to understand the
direction of the future. It is important to avoid focusing on feelings in this
situation, but a strong focus on a new vision may result in the perception
that the leader doesn’t value the organization as it is. Therefore, an
effective leader knows how to incorporate the reality of change into the
organization’s attempt to move successfully into the future. 219

In the face of all this change, organizational leaders need to remind
themselves that the human condition is all about being comfortable in a
predictable life environment. Unfortunately, change is unpredictable and
often uncomfortable. We as individuals and the organizations of which we

are a part tend to keep doing those things we are familiar with, while at the
same time hoping that our situation will improve significantly. In response
to this confusion, many do nothing, often afraid of making the wrong
choices.

Insanity: doing the same thing over and over again and expecting different
results. Albert Einstein.

Certainly, successful leadership empowers its members to willingly accept
the challenge of securing the future for themselves and for the organization
and programs they represent. Leaders are at their best when they are
calling on others to join them as they willingly face the adventure of

confronting rapidly changing conditions.

Organizational Change

In his book, Thriving on Chaos, Tom Peters states that the most obvious
benefit of unsettled times is the unique opportunity they afford to create rapid
change. For those of vision, chaos can facilitate innovation. Before starting a

219
http://www.work911.com/articles/leadchange.htm.
David Kolzow 228