My Change Agent Challenge – Part 2: Integration

Earlier this week I invited you to take part in The Change Agent Challenge, a learning experience in which you try to change yourself and see what happens.  This post is Part 2 of my own personal Challenge.

In Part 1 of My Change Agent Challenge, I discussed the ways that I increased my motivation to start and continue flossing.

Even though it’s something that I want to do, I still have a hard time remembering to do it.  Since flossing is not part of the daily routine, once the autopilot is on, the new step is easily skipped.

Realizing this was happening, I started by paying attention to the autopilot itself.  And when I thought about how it worked, it turns out it was counting.  That’s right.  Each night my brain would do a mental checklist to make sure I had done all the required activities before going to sleep.  If I had forgotten to wash my face, for example, there would be a disconnect.

So, to integrate flossing into the routine, I had to consciously add a +1 to the activity count.  I wrote the new number on a Post-It and put it on the mirror to try to retrain my brain on the new count.

I still found myself reaching for the toothbrush first when the new step before brushing is now supposed to be flossing.  The next step in my analysis was to look at the physical environment. There were two problems.

The first was that the counter was too cluttered so I had to look for the floss each time. That’s an obvious fix.  Clear off the counter so only the necessary tools are available.

The second was that the toothbrush holder was far from the rest of the floss and toothpaste.  If my first instinct was to reach for the toothbrush, then the floss should be right there so I grab it instead.  So, I bought a new toothbrush holder so now my husband and I don’t share one across our long counter.  Now my toothbrush is right next to the sink.  And the floss is right there next to it.

It takes time to retrain your autopilot, but if you pay attention to what it’s doing, you can find ways to stop and integrate new activities.

My Change Agent Challenge:

Part 1:  Motivation

Part 3:  Identity

My Change Agent Challenge – Part 1: Motivation

Yesterday I posted an invitation to The Change Agent Challenge, to try to change something about yourself and take notes.  This is the series of posts on my own observations in taking on the Challenge.

“People who smoke cigarettes, they say ‘You don’t know how hard it is to quit smoking.’ Yes I do. It’s as hard as it is to start flossing.” – Mitch Hedberg

After a dentist appointment two weeks ago, I decided that I needed to start flossing.  Neither the dentist nor the hygienist gave me a guilt trip about it.  They obviously know that doesn’t work, and don’t bother trying.

No, I just know that I need to do it if I’m going to have my own teeth when I’m 80.  Plus, it occurred to me that as a change practitioner, I should be able to figure out how to make myself start flossing!  And so began the challenge.

Let’s talk motivation.

By the time you have a burning platform with flossing, it’s too late.  The effects of not flossing are long-term, or at least not immediate.  The risk of getting cavities or gum disease are not enough to have made me floss in the past.  In fact, they found a cavity that needed filling at that appointment, and it was nowhere near the part affected by floss.  So how is that for mismatched consequences!

The feeling that made me start flossing was a combination of embarrassment and a little paranoia.  It was obvious in the cleaning appointment that I hadn’t been flossing, and in the middle of it I thought, “I should have remembered to floss for the last 2 weeks before this appointment so it wouldn’t be so obvious that I don’t floss.”  Also, there were 5 days between the cleaning and the filling appointments, and I was sure that if I didn’t floss in between that somehow they would know and would somehow judge me.  Really, I was just judging myself.  Why can’t I do something that takes just moments and is so simple?

So I had successfully started flossing, but the next dentist appointment isn’t for 6 months.  I had to come up with more reasons to continue flossing after the second appointment.

And really, this is it.  I decided that I would blog about it in the context of The Change Agent Challenge.  And if I was going to do that, I would have to keep flossing.  Knowing that I would be making my intention to keep flossing public gave me a reason to continue the effort.

The primary motivator at work here is commitment.  When someone makes a commitment to someone else they are more likely to meet that commitment.  And so here it is:  “I’m going to keep flossing.”

I’m also linking the activity to something that is more interesting to me than the activity itself.  By making it a challenge about change, I’ve raised the importance level of flossing in my mind.  It’s not just about my teeth any more.  It’s about my ability to implement change.

My Change Agent Challenge:

Part 2:  Integration

Part 3:  Identity

The Change Agent Challenge!

Sometimes I think organizational change agents are so focused on figuring out how to facilitate change in others that we forget that our best opportunity to understand how others change is to learn from our own experiences.

With that in mind, I invite you to participate in a challenge that I expect will both increase your learning about change and also result in change itself.

The challenge is this:

  1. Implement a change in yourself.
  2. Take notes.

The change you take on might be an attitude, a habit, lifestyle, or anything else.  Perhaps you have a New Year’s resolution that you’ve long since broken, or something else you know you need to do but haven’t done.

For me, it’s flossing.

The impetus for this idea was a not-so-perfect dentist appointment two weeks ago.  I decided I needed to start flossing and found myself journaling about it as I started thinking about how to best influence my own behavior.  It turns out there is a lot to consider about change even when trying to implement a seemingly small change in what might seem like the easiest subject:  myself.

For the rest of the week I’ll post what I’ve learned in the last couple of weeks as I try to make a regular habit of flossing.

I hope you’ll take me up on The Change Agent Challenge and share what you learn.  Please start by sharing your challenge in the comments below.

If you’re a blogger and will be sharing your own results on your blog, please link back to this post and I’ll be happy to add a link to yours.

Are you up to the Challenge?

My Change Agent Challenge:

Part 1:  Motivation

Part 2:  Integration

Part 3:  Identity

Traits and skills of effective change agents

Yesterday I received a call from a recruiter who found my site through a search engine and saw that I worked with change agents.  She asked if I either had or knew of an assessment to qualify candidates for change agent positions.  Her client was specifically looking for a canned proven test.  Unfortunately, I had to share that I didn’t know of any (and asking my network has also not netted any existing assessments).

In fact, if implementing change were that scientific and predictable, success would certainly be easier, faster, and occur more often.  One of the reasons I offer one-on-one coaching for change agents is that each scenario is different, and there is no one-size-fits-all solution to implementing change.

I do believe there are certain characteristics or skills of change agents that are important, and that I watch for while coaching.  If any of these are lacking, I might explore further to see if improvement might pave the way to success.

  • Systems thinker. Seeing the relationships between moving parts.  If you pull one lever, what cogs are likely to move?
  • Relational. Cultivating relationships at multiple levels of an organization.
  • Analytical. Using data and measurements to assess progress.
  • Influential. Using multiple forms of influence to get people to try new things and adopt different behaviors.
  • Resilience. Organizational change is rife with obstacles and resistance.  Resilient individuals will keep going.
  • Facilitation. Most change projects I know involve some form of team facilitation.
  • Difficult conversations. For example giving feedback to executives.
  • Communication. Beyond conversations, speaking and writing are also important for change agents.
  • Energy. Drive.  Conviction that the change must happen.
  • Observant. Having a knack for seeing opportunities for improvement and discrepancies that are hurting the initiative.

What else would you add to this list?  Any that you agree or disagree with?

The birth of a part-time change agent

In my own story of organizational change as well as the stories of others, being a change agent started out as a part-time thing.  Sometimes you realize that in order to effectively perform your day job, organizational changes need to happen so you take them on.  Sometimes the opportunities you see are outside the scope of your job, so you try to get involved.  Either way, you can’t just give up your “day job” to start working full time as a change agent.

I’ve recently talked to a salesperson and an IT system administrator who both see opportunities and have hopes of implementing organizational change within their companies, but at the moment, it’s not in their job description.

What are they doing to get started as a change agent?

The salesperson has contacted the corporate Organization Development function to let them know she is interested in that type of work, so when something needs to be done in her division, they might be able to involve her.  She has identified that silos exist in her division, and she’s dedicated to figuring out how to influence improvements within the scope of her own job.

The IT system administrator would like to develop a centralized system that would change the way the company uses information.  The project is out of the scope of his current job.  He wrote up a proposal for the system that has been passed around at higher levels, and he made a presentation at a company conference.  Now he’s starting to set up meetings with influential leaders in the company to try to build buy-in for his idea.

How did you get started as a change agent (or what are you doing to start)?  I would love to hear your stories.