• Simon Phillips

Leading People doing change

It is straightforward isn’t it?

Pick a number between 5 and 9 and you’ll have a Change Model at your fingertips - Kotter’s 8, McKinsey’s 7, and many others set out clear and well reasoned approaches to achieving change. Just follow the method, use the tools and follow the principles, job done.

Or, mostly not. Why is it so hard? You know what you want, you know what good looks like, you understand the route, have clear objectives and milestones and you are confident the outcome will be worth the effort. Just add people…..Ahh, now there’s the rub. People. Life would be so much simpler without them and change a doddle wouldn’t it?

Here’s the thing. People are not your greatest asset – since assets are fixed and cannot be innovative and challenging and the definitely cannot deliver change. No, people are your most valuable resource, to be harnessed and empowered and liberated to make the changes you need, to question and challenge and experiment. Like any resource it needs looking after, nurturing, developing – not squashed into models and processes, put in box and left to fester. Too many change models want people to follow, but real change happens when people lead – themselves and others to bring about that elusive change and transformation.

Leading change is about recognising the individual strengths and capabilities and making the very best use of all their talents to realise a different future. Unlocking and empowering the talents in your people is likely to far more successful than squeezing them through another 4, 5 , 6 or 8 step process. It is well known that when we do what we love we do it better. It is not surprising that sports coaching works – helping people get better at something they have a natural talent or ability to do – and finding what people are good at and developing that in change situations should not be any different.

That’s where the The Change Maker Profile is so useful. It goes beyond the confines of models and helps us to understand what each person brings to the party and how they can contribute to sustained change. This is about people doing change not having change done unto them. Understanding and valuing the different strengths allows us to deliver change with and through people.

There are 5 key Change Makers:

  • Game Changers will create original ideas, see things in new and different ways. These are the people who can really transform the future with blue sky thinking and bright ideas.

  • Strategists - those who can set a vision and clear purpose, making sense of ideas, seeing patterns and trends and connections which help to map the future.

  • Implementers help to build a future, these are the do-ers who will makes things happen.

  • Polishers make the future brilliant with an eye on the detail and a passion for getting things right.

  • PlayMakers bring people together, create collaborative relationships and harmony.

All have a part to play – do you know who you are? Do you know who does what best where you are? By understanding who is good at what, recognising and playing to these strengths could make the difference to change - making it, if not easier, certainly more satisfying and definitely more successful.

Be the change you want to see in the world” Ghandi said. Being the Change Maker you are will help you deliver that change and everyone will benefit.

To learn more about The Change Maker Profile take a look at the dedicated page or contact Sue Evans at sue@thechangemakergroup.com

#change #leadingchange


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