“Reaching new goals and moving to a higher level of performance always requires change, and change feels awkward. But take comfort in the knowledge that if a change doesn’t feel uncomfortable, then it’s probably not really a change.” – John C Maxwell
Happy Friday, Brew Nation!
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Friends, this week, as I reflected on my consulting and coaching performance with an experienced team of professionals, I was reminded of a truth we all face: change is inevitable, but it’s rarely easy. I worked with a team of experts in their field, yet resistant to adopting new strategies. This experience wasn’t unique to me in the 25 years I have been consulting, and the industry itself has no bearing on it, either. Often times, our experience, as valuable as it is, creates a comfort zone that hinders our growth.
And in those situations where I experience resistance, I see three key barriers that often stand in the way of change.
- The Entrenched Comfort Zone:
- “We’ve always done it this way,” they said. And you know what? That’s understandable. In no way shape or form do I claim to be someone who adapts to change, either. I, like them, have over 25 years of ‘experience’ in my field of expertise: the tools and techniques of the Toyota Production System. But, I am also human as well and I find myself experiencing similar reaction to a need to change. Experience builds expertise, but it can also build walls. When we become comfortable with a certain way of doing things, we resist anything that disrupts that comfort. It’s like folding your arms a certain way—switching feels unnatural. But here’s the truth: comfort zones are growth inhibitors. They keep us from reaching our full potential.
- The Fear of the Unknown:
- New technologies, processes, and ideas inevitably breed uncertainty, and uncertainty, fear. Fear of failure, of looking foolish, of losing control—these are natural human responses. I felt this acutely today, resisting the very idea of modifying the tools I’ve grown comfortable teaching. But as leaders, we can’t let fear dictate our actions. We must become aware of the physical sensations that trigger this emotional pushback and develop an ‘antidote’—a break, deep breaths, prayer—anything that restores our equilibrium and allows us to lead with clarity.
- The Resistance to Disruption:
- Change disrupts our routines, our habits, our sense of normalcy. It creates a feeling of awkwardness. And let’s be honest, no one likes feeling awkward. But here’s the thing: disruption is often a necessary catalyst for growth. If we’re not willing to step outside our comfort zones, we’ll never discover new possibilities.
Now, knowing these barriers is one thing. Overcoming them is another. Here are three ways we can lead our teams—and ourselves—through change:
- Walk Alongside, Don’t Just Dictate:
- Change isn’t something we impose; it’s something we must navigate together. I didn’t just demand that the team implement the changes we were discussing; I attempted to walk alongside them. I shared stories of other organizations who had success with these changes and even when I, personally, experienced the benefits of changes. I acknowledged the discomfort, and celebrated their small victories. We focused on building trust and creating a safe space for them to experiment and learn. As leaders, we must be empathetic guides, not distant dictators.
- Paint a Vision of the “Peaceful Fruit”:
- People need to understand the “why” behind the change. They need to see the long-term benefits. Hebrews 12:11 says it like this: “No discipline (aka change) seems pleasant at the time, but painful. Later, however, it produces a harvest of righteousness and peace for those who have been trained by it. I emphasized the opportunities for their and the team’s individual and collaborative growth, that ultimately leads to a higher level of success. I worked to equip them to see that change wasn’t a threat, but a pathway to a better future.
- Integrate the Past with the Present:
- Change isn’t about throwing away everything that came before. It’s about building on it. I encouraged the team to see that their decades of experience were not obsolete; they were the foundation upon which they could build a stronger, more resilient future. I challenged them to use that experience to prepare the next generation of leaders and we ultimately generated a great solution. As leaders, we must honor the past while embracing the future.
Brew nation, change is inevitable, but growth is optional. It’s not a matter of if, but how we respond. As leaders, we must be willing to challenge our own and others’ ingrained patterns, to question assumptions, and to embrace the discomfort of growth.
So, the next time you face change, remember: comfort zones, fear, and disruption are normal. But with empathy, vision, and a spirit of continuous learning, you can lead yourself and your team to a place of growth and Kingdom impact.
Being successful as a leader requires intentional leadership habits. That’s why I developed the Ideal Week template – a tool that helps me identify disciplines and habits needed for success and allocate the necessary time. It guides you through planning your ideal week, ensuring you dedicate time to the activities that bring you closer to your goals.
Want to give it a try? Email me at [email protected] with the words ‘IDEAL WEEK’ in the subject line and I’ll send you a copy of the Ideal Week template complete with a sample to get you started!
- Quote of the week:
People change when the displeasure of remaining the same is greater than the discomfort of the change itself.
What You Need to Do:
Call to Action: Take a moment to reflect on your own ‘arm fold.’ Where are you comfortable? Where are you resistant? What’s the ‘displeasure’ of staying the same? What’s the ‘peaceful fruit’ of change? Write down your thoughts, then commit to one action that will move you forward.
It’s an honor to be your trusted “Friday Coffee Guy”. Each week, I’m excited to provide yet another round of curated content that I’ve been reading, listening to, watching, or thinking over. The purpose of the Champions Brew is to inspire, equip and encourage you to become the uncommon leader you were designed to be. I am so grateful for your decision to invest a few moments with me! I hope you enjoyed this week’s edition of Champions Brew. If you did, I would appreciate it if you would share it with someone who might enjoy it as well and ask them to subscribe! I will make sure they automatically get this email every week.
Until next time, Go and Grow Champions!
P.S. – Are you a podcast fan? Maybe the Uncommon Leader podcast is for you. Are you interested in being a guest on the Uncommon Leader Podcast? Do you have a story to tell? Email me [email protected] and let’s have a chat and set something up!!
