When approaching change, I first think of what is driving the change. Admittedly, I do not enjoy the change process, but this is especially the case when there is no clearly defined purpose behind the need for change. When I can analyze the situation to uncover the need for change, I am more likely to embrace the change. In short, I do not believe in change for the sake of change, but rather believe that when changes are made, they need to be made with the context of a larger end goal in mind. This new approach was shaped by my Organizational Development class, which taught me a lot about change, what drives it, and how to lead a group, team, or organization through the change process.
This past year working with LEAD, I was challenged because of my comparatively temporary role and my different perspective on leadership. Instead of just rushing in and demanding changes to the office and believing that my way of doing this was superior, I focused on quietly and patiently learning why LEAD operates the way that it does. With that understanding in mind, I was better able to articulate my reasoning for doing things a certain way. This was a great lesson in how to lead change while being a new member in an organization, which is very similar to what I would be doing as a professional consultant. By bringing the larger vision to mind, I was able to help LEAD think about the big picture and make meaningful changes to bring the office in more alignment with its vision.