Can we just turn it upside down?

Colleagues,

MVP: Carefully weight the benefits of organizational change against the those of individual change because it is difficult to have both.
 
Three times in my 13-year university teaching career I had to learn a new LMS (learning management system). This was always tedious and instead of focusing on becoming a better teacher, I was instead focused on trying to be the same teacher. 
 
I know that technologies change and we need to keep pace, but my point is that when I am busy focusing on one change, it makes it much more difficult to focus on another change.
 
We all know this, and yet…
 
Organizations of all types continue to “drive change” from the top down, thereby requiring the people doing the front-line work to put their own efforts to improve on hold to work on the organization’s efforts to improve.
 
What if the big organizational change was to change the structure of the leadership team to help leaders focus more on growing and supporting their front-line people?
 
Today’s intention: Think about an individual in your organization who needs help growing their skills. Think about the change initiatives that impact that person. Weight the value of the person devoting time and attention to the change against the tine and attention they could invest in their skills.
 
Before you go! Top-down change is so common, I wonder if I am missing something. Am I wrong? Should change come from the top? And if I’m right, why is most change still coming from above? I would love to hear your thoughts on this! Click here to email me a reply! 

Cheers!

Frederick