Change makers are often invited to participate in Change Maker Programs. Change makers are innovators, problem solvers, problem solvers and the like. They are known for getting things done, not just following orders. The word “change” is the core of their character, and it is not a good attribute in management documents. Instead, focus should be placed on “implemented goals”. In the business world this may seem like common sense, but some companies have difficulty understanding that concept, or how to implement it.
Management documents and team building events that claim to focus on implementing specific company goals may not be appropriate for every change maker. Some change makers may be disinterested in creating goals or managing projects. Others may prefer the direct approach of working from a plan and have little interest in the nuts and bolts of planning. Yet, others still like the idea of controlling their own schedule and making the necessary decisions without having to consult others. This last group may be the most entrepreneurial, with the ability to think for themselves and manage their own projects.
In any event, the change maker must understand what he or she is doing. There are no short cuts to being a change maker. No one can tell someone not to do something because it might be seen as “pushy” or “corporate” in nature. Management events should provide training for managers to recognize those characteristics and ask the attendees to identify them when they attend. If managers accept the characteristics and behaviors, they can begin to eliminate those employees who exhibit them.
Successful leaders realize that it takes an entire organization to move forward. It is not enough to select one person and instruct him or her to make decisions. A team of people need to cooperate and communicate their ideas to achieve success. The change maker needs to get as much cooperation and communication from the team members as possible. Sometimes this requires setting up a role playing environment to assist people in realizing their goals.
As part of the leadership training at these events, the change maker should understand what to say and do at the meeting. It is sometimes necessary to demonstrate some leadership skills. This occurs when there are individuals who are clueless about what to do. By preparing and presenting information on the expected outcomes, the leaders can provide clarity and the information needed by the participants to accomplish the task. By acting as the change maker in these situations, the leaders can learn from their experiences and apply the lessons learned in the leadership training session.
It is important for the change makers to make sure they understand what they are responsible for doing and that they have the necessary skills to be able to succeed. They also need to have a sense of fairness. Leaders should make sure they are treating all of the participants fairly. This may mean asking for input from everyone. Sometimes just listening to the perspectives of those who are participating can help.
The key to making it through an organizational change like this, for any change maker, is being committed to do whatever it takes. Even after the outcome has been determined, it is important for the maker to commit their actions. This shows the team that they truly care about the results and are willing to do whatever it takes to get there. They will not feel like they are being bullied by others into action.
These types of events are great for professionals who are making major career changes. Getting outside of one’s comfort zone can help get new ideas and insights. It can also help make the old ideas seem new and fresh again. It can be scary to make a career change but these events can help make the transition easier. While attending such an event, the change maker can also meet future colleagues and business contacts that could help make the transition to a new career and/or location easier.https://www.youtube.com/embed/OR51RWVwARg