Change in the middle...

Harvard Business School professor, sociologist, and author Rosabeth Moss Kanter once proposed something that she called "Kanter's Law" which states that "everything can look like a failure in the middle".  You've probably experienced "Kanter's Law" in some shape or form - I know that I have.  Somewhere in the middle of a change initiative or project, after the inspiring beginnings and long before the happy ending and successful conclusion comes the so-called "miserable middles."

With any major initiative, there are always going to be unexpected obstacles and hidden delays.  The excitement from the initial project launch has long gone, and the harsh reality sets in that "this is harder to do than anyone thought."  If the change leader gives up at this point, it's a self-fulfilling prophecy - the change initiative will undoubtedly fail.  However, if the change leader persists, pivots, and perseveres, there's hope for a successful transformation.

There are a couple of important points to remember.  First, change is hard (I've said that more than a few times in the past - see, for example, my post "Nothing good comes easy").  Change rarely occurs in a linear fashion.  Instead, change usually involves taking two steps forward and one step back (ideally).  Kanter herself once said that change occurs "not with bold strokes, but long marches".    

Second, failure is a necessary part of change.  Failure is inevitable, but more importantly it is necessary for growth.  Leaders should resist the temptation to abandon their efforts when they encounter failure.  Instead, they should embrace failure and focus on learning.  

Third, change doesn't happen overnight - it takes time.  Just as importantly, change often occurs in small increments (see my post, "Small changes can lead to big impacts").  Once again, Kanter said, "Those who master change persist and persevere."  

Some organizations are better at change than others.  In her research, Kanter has found that these change-adept organizations shared three key attributes - an imagination to innovate, the professionalism to perform, and the openness to collaborate (what she refers to as "concepts, competence, and connections").  Kanter says, "The most important things a leader can bring to a changing organization are passion, conviction, and confidence in others."

Kanter recommended six keys to leading positive change in a TED talk around a decade or so ago.  I've found that they are just as relevant today.  

"Show Up" - Leaders who want to make a positive change in their organizations need to be present.  It helps if they listen to the experts on the frontlines, provide support, and share their vision for why the organization needs to change.

"Speak Up" - Leaders need to be honest, open, and transparent regarding how decisions were made around the changes necessary to move the organization.  They need to ask for different perspectives and be open to feedback.  Ideally, all of this happens in the beginning, the middle, and the end of the change initiative.

"Look Up" - Leaders need to step back and get a big-picture view of their organization.  They need to have a higher vision of what their organization can achieve, but they also need to communicate and share that vision with the rest of the organization.  

"Team Up" - As stated above, leaders need to collaborate both within and outside the organization to help achieve their vision.  You've probably heard the phrase "thinking outside the box", a popular metaphor for creativity and innovation.  In today's turbulent and at times chaotic world, Kanter suggests that successful change leaders require "thinking outside a whole building full of boxes" (she calls this "thinking outside the building").

"Never Give Up" - Persistence and perseverance are absolutely vital to the success of any change initiative, particularly during the "miserable middles".

"Lift Others Up" - Particularly during the "miserable middles", leaders need to be the cheerleader to keep the team moving forward.

The most important lesson, however, is to keep pushing beyond the "miserable middles".  Don't succumb to Kanter's Law.  When you encounter (and it's inevitable that you will) change resistance, it's important to re-assess the situation, make sure that you are still on the right track, and push forward.  Keep moving and you will keep changing!