Do you have a vision to make something better, but for it to become a reality, you need to be leading change with others? We face social change in the workplace all the time. Do you have a new process that you need to implement at work that requires your team to be on board with you? We also face it at home. How is your family processing through the continual change that happens as your children grow older? Do you see a change that needs to happen in your community, but for it to happen, it will take the community to join together?
I recently finished reading the story of Molly Melching’s journey that led to a movement of change for the betterment of millions of Africans. The book, However Long the Night, by Aimee Molloy chronicles Molly’s start in Africa in 1974 as a young college student to the development of “Tostan, an organization dedicated to empowering African communities by using democracy and human rights based education to promote relationships built upon dignity, equality and respect.” Her organization is becoming a model of leading change on the world stage.
As I read Molly’s story, I saw a correlation of how her transformation movement follows the phases of change that I shared in my last article. Here is what we can learn and apply from a social change movement that has led to millions of people leading change at a personal, family, work and community level.
Phase I to Leading Change: Passion
In this phase, forming a desire for something better is birthed. In Molly’s personal journey, it was a desire to learn about African literature as a college student that then grew for a passion for the field of development. Eventually out of this exploration the organization of Tostan came about. Molly had to often follow her intuition, face the unknown and think out of the box. This is where new ideas are birthed.
What are you passionate about? Set aside time to explore this desire and search for ways to make it come about. Follow your intuition and take risks. What is your passion for making something better?
Phase II to Leading Change: Learning & Clarifying
The second phase is called storming and for a good reason. Whenever you have a new idea, there will be opposition. Molly faced disapproval from her parents, obstacles from the University and rejection at times from people in Africa. But Molly followed her passion and used the obstacles as a part of her learning and developing her idea. Instead of withdrawing, Molly became more determined to learn and listen to the African culture, the place where she wanted to have an impact. It helped Molly to clarify who she is and her values, which would become a foundation for Tostan.
When you face opposition while leading change, don’t be surprised! Instead, expect it and then choose to learn from it. It may help you to clarify what is really important to you. Listen to others. What can you learn from what they are saying? This will then help you to clarify and communicate your passion to create change and refine your new idea.
Leading Change Phase III: Empowering through Relationship
In this stage the change starts to become the norm. Once Tostan was established, Molly then began to establish her process. In creating change, Molly found that listening to people was critical. You cannot force people to change by pointing out what you see as wrong. They become defensive. Instead, you need to join them in their current traditions and establish trust.
Molly lived with the people, spoke their language and listened. When trust was established, she let the people speak into how they wanted to see change and then she educated them about their greater potential though human rights. Now the people owned the change and also saw their strengths to accomplish it. Molly did not have to make the change happen. The movement of change started to flow, and Molly became a support and resource.
In leading change, relationships must be your top priority. Your most successful leaders specialize in relationships. As soon as your focus becomes on getting something done to the neglect of relationships, your new idea will not move forward. How are you empowering others in leading change?
Leading Change Phase IV: Multiplying
This is the time where your new idea is now established and you begin to perform at a new level. Tostan started in one community and then multiplied in many other communities to create acceptance of the education of women, empowerment of women to lead, improved healthcare and the end of harmful traditions. Next, Molly was being asked to take Tostan to new places where the challenges were even greater. The change process began again.
Once the change becomes established, get out of the way. Molly is adamant not to allow Tostan to center on her. She always puts the focus back on the people. In the same way, lift your team up and empower them to continue the movement. Now, prioritize your time to look towards new horizons. Where does the change process need to begin anew? How are you multiplying? Where is your new challenge to create change?
When you become involved in leading change, your self-awareness of how you are engaging in each phase of change is critical for success. Self-awareness is another quality of strong leaders and top performers. How do you reflect personally and with others to gain full self-awareness to be successful in leading change? If you would like to discuss this more, please contact me.