WHAT HAPPENS IF YOU DON’T CHANGE WHEN CHANGE HAPPENS?
Why is it important to hand off the baton of leadership in business? Is anyone out there coaching leaders in how to communicate effectively and how to change during emotionally driven times? New leaders who can run the long race are needed, because business isn’t a 50-yard dash. Company leaders, who don’t hand off the baton when the time has come to go, create losses and fallout that nobody likes…the new blood of creative ideas is needed. It takes courage to lead by leaving, because it’s all about embracing change rather than ignoring it. Why worry? What happens if you don’t change when change happens? You lose your star players, and the remaining dependable players lose motivation. Your customers lose passion for your product. Your communication becomes cloudy and confusing, and your company stumbles and falls during the race.
WHY ONE RADIO STATION FAILED
Here’s a real situation that unfolded when the leaders weren’t ready to move on. It shows that a proven leader might be blinded by the intense emotions that arise during transitions of change.
A friend of mine spun records for a living, eventually working his way up to being a radio station manager. A few years back he had a tremendous opportunity, when a wealthy owner of twelve southern radio stations was frustrated because his favorite hometown station was about to go under.
In the mood to try anything new to save the station, he brought my friend, Evan, on board. The instructions Evan received were clear: “Make this station profitable within two years. I’m too busy to look over your shoulder, so you have my blessing to try anything new.” Evan had been waiting a long time for an opportunity like this to come his way. His fear of failure was overcome by the opportunity for total creative control, and he agreed to take on the challenge.
Evan brought a fresh perspective to the station. He asked the listeners what music they most wanted to hear over the airwaves. He fired freeloading staff, and he hired creative types who weren’t afraid to voice innovative ideas. They loved the unknown of it all. They weren’t looking for approval, weren’t afraid of looking foolish should they fail, and they were willing to take calculated risks in order to be successful. The “mavericks of music” began to try anything and everything under the sun to improve ratings, working as a team and having fun all the while.
What worked to improve ratings, they continued to use; what didn’t work was tossed aside. The mavericks knew they were on the right track when their programming and advertising techniques were mocked by other stations. “It’ll never work here….It’s already been done before….” were just a couple of the slams. But soon new listeners began to tune in to hear the mavericks’ antics. Staff really began getting fired up by the warm response. Their zany gimmicks continue to keep everyone in stitches and talking.
In fact, the staff was so busy being creative and working so hard that they hardly noticed when the advertising dollars went from a trickle to a flood!
What a change. Ratings continued to climb, and within one short year, the station took over the ratings honors in the city. Creative change had become the norm, and positive strokes the status quo.
When the exuberant hometown station owner flew into town to congratulate everyone, the staff were wined and dined at a posh restaurant to celebrate the success. Feelings of pride were running as high as the restaurant tab. The owner strode to the podium and said, “All of you have done a tremendous job. Now, whatever you do, don’t change a thing! Keep on doing what you’ve been doing.”
What sad advice.
THE BOSS KNOWS BEST?
New ideas and changes were stifled in this one brief announcement. What had made this team successful — feeling free to change — now became forbidden. There was no arguing with the boss. He claimed to know what was best for business.
Ratings began to slide downwards, and staff morale took a nose dive. Complaining quickly replaced creativity. It didn’t take long for the staff to become glum and demoralized. Evan became disillusioned and disappointed, finally deciding to move on. He felt confused and irritated that what was working so well was not allowed to flourish. In their final meeting together, the owner asked, “What went wrong? Everything was going so well. I just can’t figure out what happened.”
THE MORAL OF THE STORY?
The moral of the story? Success emanates from the momentum of creative change. Rest on your laurels for a while to celebrate your victories, but get right back up and keep on changing to remain successful. Embrace change when it isn’t a requirement. Make this one of your change mottoes: “Why not fix it if it ain’t broke?” Keep thinking about your life and how to better yourself. Change, being paradoxical by nature, must be allowed to run its course or your self-esteem…and progress…will be trampled in the stampede.
The one and only guarantee for sustained happiness? Keep growing and changing — now and forever! Misery comes from resisting needed changes. Be certain to keep on changing, even…and especially…when you are successful!
ABOUT COMMUNICATIONS PSYCHOLOGIST DENNIS O’GRADY
Dennis E. O’Grady, Psy.D., provides workshops and coaching on Effective Leadership Communication using the results-driven Talk to Me© innovative communication system. Dennis is also a relationship communications psychologist and corporate trainer from Dayton, Ohio. Dennis’s 2005 Dayton Leadership Study tested a sample group of 32 “proven, effective, and ethical leaders” who are responsible for running companies which account for over half of the jobs in the Dayton region. Dr. O’Grady’s findings are in his latest book, Talk To Me: Communication Moves to Get Along With Anyone, which aims to better communication across all levels. Consult with Dr. O’Grady today by calling (937) 428-0724.