Want to inspire others? Become an agent of change!
Here is the second article in a series on how to engage your ecosystem to change the world. The first article focused on the mindset needed to most effectively influence those around you. I’ll use the masculine form to make the text easier to read. I’ll switch it up next time. These articles are for everyone!
Agents of change are challenging
the way they interact with others
The scale and urgency of our environmental and social challenges may be too much for any rational, motivated individual to handle. Faced with such a daunting goal, that individual—eager to transform the way we work, consume, and produce—may be tempted to impose very radical changes very quickly. However, what seems to be the best change in the short term may not be the best strategy for engaging one’s ecosystem in the long term.
According to Liz Wiseman and Greg McKeown (in their book, *Multipliers: How the Best Leaders Make Everyone Smarter*), multiplier leadership is based on the belief that anyone can solve problems on their own, no matter how difficult the starting point may be.
One might conclude that the role of a leader who wishes to promote the sustainability of a system and an organization is to define an ambitious vision, bring together change agents to engage all stakeholders in the system, and create the conditions that allow everyone to generate the best ideas and take action—rather than directing and controlling every step of the process.
CHANGE AGENTS IN ACTION
LIKE CHALLENGERS
This type of leader is capable of turning anxiety into confidence and determination. Here is an example of how a “multiplier” might motivate their team to overcome uncertainties:
"We are facing an unprecedented crisis around the world. This situation can become an opportunity for our organization. Let’s transform our business models to demonstrate that a company can thrive while preserving nature, taking care of its employees, and co-creating with its external partners. I need you and your ideas to tackle this ambitious mission. Here are some questions to guide you: Why do we do this work? How are we serving the planet and its people today? What would it take to fully embody our purpose? I don’t need all the answers right now. I need about a third of them to help me figure out how to allocate our time and resources so we can find all the answers in the coming months. I have confidence in your commitment. Refocus on what drives you in life and at work. I’ll support you.”
At the other end of the spectrum, change agents who act as “diminishers” might try to control every detail, telling others what to do and how to do it. They would generate both the questions and the answers, turning others into robots carrying out orders. They might also scale back ambitions to ensure they are achieved.
CHANGE AGENTS IN ACTION
LIKE INVESTORS
These leaders engage their ecosystem because they encourage everyone to take ownership of their goals and motivate action through an inspiring vision.
“‘Ifyou want to build a ship, don’t look for people to gather wood or assign them tasks; instead, teach them to yearn for the infinite vastness of the sea.’”
By allowing yourself and others to dream about the world you want and what you want to create in the future, you provide a source of long-term motivation. This will also make your day-to-day life easier and prevent you from having to focus every step on the ultimate goal.
take action to bring about change
Every day, calm your anxious, busy mind with supportive thoughts. Here are some examples:
People are smart and can solve any problem. I'm here to support them, not to save them.
I give myself permission to stumble as I cultivate new habits as an agent of change.
Change is a journey. It takes time and is full of surprises.
Sustainable change depends on the commitment and support of my ecosystem.
Refine your engagement tactics with these questions:
Given my role, talents, and skills:
What should I focus on to ensure that our transformation mission—guided by the key principles of sustainable development—is implemented smoothly?
Now that this has been established, how can I leverage the talents of my team and allies to tackle the remaining challenges?
What would make the other members of my ecosystem proud of their contribution to systemic change?
What questions could help individuals embrace the vision and enable them to chart the way forward?
“ ‘WhenI let go of who I am, I become who I could be.’ ”
Feel free to share your thoughts with me, and stay tuned for the next article. We'll explore ways to strengthen your sense of legitimacy as a change leader!
Do you want to become the leader you envision for the world you hope to see? Is it time to discover and assert your leadership? Do you want to embed the concepts of positive impact and purpose at the heart of your organization? Is the challenge to accelerate engagement within your ecosystem to drive systemic change?
If your answer is yes and you’d like some guidance along the way, please contact me! Here’s a link to schedule a exploratory session and the form to further explore your goals and challenges.
