Leadership is about creating change, and those who seek to make a difference become proficient in three separate steps of the process.
The first step is identifying needs. Change leaders must recognize where gaps and inequities exist, or where opportunities lie. If you’re still relying on others to present you with problems to solve or projects to complete, you’ve abdicated your role in the first phase of the change process. You need to develop discerning eyes that pay attention to the process, feedback, pain points, possibilities, and trends, and identify where change is needed.
But noticing a need is not enough. Those interested in creating change must be able to articulate the issue compellingly. If you are afraid to speak up, are unable to deliver a persuasive message, or speak only in vague terms, the issue will likely remain unchanged. The most effective change leaders craft a specific ask, woven with an emotional story, to make their words memorable and actionable.
Finally, you must galvanize resources to implement the desired change. This could involve people or funds, assembled quickly or over time, but all mobilized to achieve the end result. Without the support and engagement of others, your idea is likely to fizzle.
Understanding that change happens in multiple stages is a helpful framework, especially for new professionals who have yet to learn that leadership and change are inextricably linked. Those who cannot identify, articulate, and galvanize are likely to remain followers, even if they have higher aspirations.
