Page 230 - 4- Leading_from_Within

Company, succinctly summarized the six rules for successful leadership:

1. Control your destiny, or someone else will
2. Face reality as it is, not as it was or as you wish it were
3. Be candid with everyone

4. Don’t manage, lead
5. Change before you have to
6. If you don’t have a competitive edge, don’t compete. 220

With any change, it is just as possible to experience significant reversals of
achievement and loss of sustainability as it is to discover new opportunities
for personal and professional success. It takes committed and

knowledgeable leaders to help the organization gain the benefit of change
and to get employees excited by the opportunities that change can bring.
When change-adept l Inconsistencies between management's words and
actions. Announcing the change is not the same as implementing it.eaders
are asked to describe the images they associate with change, they

acknowledge the stress, uncertainty, pressure, and disruption, but they also
emphasize the benefits, such as the opportunity, growth, adventure,
excitement, and challenge.
221

Many reasons exist why organizational change fails. Among them are:

• Inconsistencies between management's words and actions.
Announcing the change is not the same as implementing it.
• Not soliciting or addressing the organization’s members concerns
with change.
• Failing to involve those who are being asked to change in helping to
plan that change. Change that is done to people usually makes them

more resistant to it.
• Not communicating a compelling reason to change or a strong vision
for the future of the organization if the needed change occurs.

220 Noel M. Tichy and Stratford Sherman. Control Your Destiny or Someone Else Will. New York:
Harperbusiness, 2005.
221 Carol Kinsey Goman, Ph.D. “The Biggest Mistakes in Managing Change,” #506 from Innovative Leader
Volume 9, Number 12, December 2000.

David Kolzow 230