Lead and be the change: Mark Mueller-Eberstein at TEDxRainier

Lead and be the change: Mark Mueller-Eberstein at TEDxRainier

Translator: Daniel Martinez
Reviewer: Capa Girl So, we’re talking about
transformation and change, right? And there is a lot of change around us. Technology is changing,
societies are changing, our personal lives are changing. The only constant in life is really change. But, why is change often so scary? Why do we not see the opportunities,
but only the risks? Why is it so hard to get out
of the comfortable status quo we are in
right now to move forward? Well, of course you need
some energy, right? If you are comfortable in one place,
you need some energy to move forward, you need to find the energy
somewhere within, or around you. And then, of course, we’re human. We have emotions, and very often, our emotions
get the better of us when confronted with traumatic
transformational change around us. Professor Schlossberg
has a great theory and a great model of transition that really explains the emotional roller coaster
we are going through when confronted
with radical transformation. Something big happens to us
or around us or with us, the first thing: denial –
this is not happening! It’s not happening to us,
it’s not happening now. Eventually, though,
reality sinks in, a lot of fear and anxiety take over. What do we do,
what does it mean for us? Will we have enough to eat,
will we have a roof over our head, will we be loved,
who knows? We’re stressed,
we try not to deal with it but eventually, we’ll try to find out
how to practice some things. Try, well, this works, this might not work,
we are learning things, and then, we start to discover the opportunities
in the transformation. We’re getting excited we want to change the world, and want to change everybody
around us and with us, and realize everybody else —
while we are super enthusiastic — might be still on the other side
and be stuck in fear and anger and depression. So, this is how it works. Sometimes it goes in seconds,
sometimes it takes years and unfortunately, sometimes people and complete organizations get stuck
somewhere in the middle of deep depression,
unproductivity, and fear. So, our goal — if we have reached the excitement about
the transformation we want to drive, is to take the other people with us, and help them through
this emotional rollercoaster. How do we do this?
First: You want to have a super clear vision of what this transformation
actually look like. Has to be clear, has to be short,
has to be crisp and by the way, 80% of all change
management projects fail because they don’t have a good vision. So, if you get one thing right, this has a huge opportunity. Second: Be clear on the impact. Of course, the negative impact
if you don’t move, or the people around you don’t move,
the organizations don’t move. But also the positive impact, that adresses the fears,
the concerns and the search for opportunities that is out there with all of us that gives us something to hold on, to get the energy, to get through this curve
and get out and be enthusiastic and motivated and drive things forward. Communicate. If you’re dealing with someone
who is in denial or in deep fear they are not reading
a five page document, so you have to be
very clear and crisp, what’s in it for them,
why they don’t have to be afraid, and how they can help to move things forward,
and make it better. Over-communicate,
again and again and again according to where somebody is
on the emotional curve. Doesn’t matter if you’re enthusiastic,
if they’re afraid, you need to be addressing them
where they are and to deal with their fears. Fourth: Don’t do it alone. Build a team that helps you to understand the big picture. A diverse team with diverse viewpoints sharpens your vision, gets a better strategy,
gets a better plan and you have a lot of allies
that can help people and organizations for every stage
of the emotional curve. And last, but not least:
You own the change. You are the leader of the change
you want to see and you want to drive. Celebrate the victories,
step by step while you’re going through
this transformation. So people stay engaged they see the progress and you start a movement,
and more and more people will join and support you in that journey. And at the end, don’t forget
to celebrate the victory. Celebrate, harness the energy
because one thing is sure change is happening again but if you have successfully managed
to radical transformation once, a second time it’s not easy, but it’s going to be easier. With that, I want to invite you. We’re in a world full of opportunities. Some of them look scary,
but they are definitely out there to make our world a better place and I would like you to become the change
you want to see in the world. Thank you very much. (Applause)

Comments (13)

  1. It has been a tremendous honor speaking at TEDxRainier. As a speaker, the positive and encouraging feedback of the audience in the breaks and after the event meant very much to me. Your (the audiences) "thanks" are a tremendous inspiration to do and deliver even "more" the next time.

  2. I like Professor Mark Mueller-Eberstein's model of transition so much that I've asked him for a couple of slides to use in the courses that I teach at the Rutgers University Center for Management Development. Whether a marketer is launching his or her first Digital Marketing campaign or initial Social Media Marketing program, he or she needs to Identify Vision, Clarify Impact, Communicate, Team Up, and Lead.

  3. Greg, thank you very much for your support. Professor Nancy Schlossberg, the creator of the referenced Transition Theory Model did also watch and like the talk. Very honored.

    Slides: the presentation used at TED is at "Slideshare".

    Glad to send additional slides for your Rutgers University classes.

  4. The subject of CHANGE is the very important for the Humankind. I think this subject should be a part of the school curriculum, since the disability to change, to correct the errors IS THE SOURCE OF MUCH TROUBLE universaly. We all must create both persona as well as urgent global changes, and the leaders are the essential for the success.

  5. Thx for your feedback Rozalina. Glad the key message comes across.

  6. Empowering thanks for the boost mark.

  7. @turd: thx for the feedback. really glad the talk is helpful.

  8. Thanks for the mention +Torben Rick . Looking forward to continue the discussion.

  9. only 1 earphone was working

  10. I came for the dragons

  11. Identify vision
    Clarify impact
    Team up

  12. Why only one audio channel?

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