What Is An Agent Of Change?

When you manage people, you are in it together.
And because you are the leader, you own all the outcomes, good and bad.
- Jack Welch

With the coming presidential election we've been hearing the word change used a lot. It's nothing new - it just seems to be ratcheted up because we're dealing with some extra hot issues this round. So..... what is this change stuff all about? Jack and Suzy Welch have an interesting perspective. In the October 20, 2008 Business Week WelchWay column, they are asked the following question by Anil Kale from Pune, India:

What kind of person is a change agent?

Jack and Suzy's answer is an interesting one. They start by saying that true change agents must have a single critical trait - power. They say most questions they get about change come from people deep within their organizations who have a burning desire to improve things and are frustrated with the organizational inertia in their way. They have good ideas, passion, dedication and hunger to be change agents but worry they cannot be.

Jack and Suzy go on saying by and large, change is still made by people with some sort of authority. It's driven by managers who have a platform to advocate for a new direction and the ability to hire, promote, and reward those who embace it. Change agents must be leaders to be effective - unfortunately - not all leaders are change agents.

Here's three other traits (besides power) that Jack and Suzy say are essential:

1. True change agents see a future no one else does, and that vision won't let them rest. They don't lead change because it "makes sense" or because change is "necessary." They lead change because they believe their organization must get ahead of an approaching "discontinuity" in order to survive and win. Typically, they've risen through the ranks because they've seen around corners before, and they're recognized for what they are, serial visionaries.

2. Change agents have the courage to bet their careers. True change agents are willing to take bold action - and accept the consequences. They know that leading change can be messy, with few clear-cut answers about how events will play out.

3. Change agents have something about them that galvanizes teams and turns people on. Perhaps the biggest misconception about change agents is that they're Lone Ranger types. In fact, the most effective change agents have a fervent core of supporters, cultivated through intensity and caring.

What's the business award? According to Jack and Suzy - for some change agents, it's the organization's survival. But for many others, it's not nearly as dire. It's growth, and all the good things that come with it: more and better jobs, new products, global expansion, not to mention their byproducts - excitement and fun.

True change agents have power, vision, bravery and support - Jack and Suzy say these people are rare - from my perspective I would agree.

*****
Take a look at Jack and Suzy's Business Week piece here. You can also listen to a podcast titled True Change Agents, found on their website The Welch Way.

Goodbye and Congrats to a Buddy

This is something I have been dreading writing because I knew it would eventually happen. Many of you that I’ve met at conferences/meetings/etc have also got to know Steve Budd, Springfield Technical Community College Assistant VP of Development. As a next step in his career Steve recently decided to begin his search for a presidency and – no surprise to anyone that knows him – he has been offered and has accepted the presidency position at the New Hampshire Community Technical College – Claremont. The Clarement press release is linked here. This was actually the first presidency Steve interviewed for – congrats to Steve and Claremont – you’ve really made a great choice!

I would classify Steve as a new breed of Community College leader – willing to take some risk and understanding that risk does not always result in success. Working closely with Steve over the last few years we’ve had our share of successes and failures. I‘ve always believed the signs of a person’s true character appear after failure and not success. I’m sure most would agree.

One of my favorite bloggers, marketer Seth Godin, recently published a couple of short blogs, one titled Toxic employees and the second titled Toxic bosses. In the Toxic bosses blog Seth finishes with the following line:

“Great marketers often have the unusual combination of humility and confidence. Toxic ones have neither”.

I'm going to take some liberty and change "marketers" to "presidents" in Seth's quote.

I get out a lot – meet a lot of faculty, administrators and yes – presidents of colleges. I’ve met good ones and not-so-good ones (of course in my opinion and.... no names!). I usually can judge pretty quick but have never really been able to put into words how. Seth’s words hit it on the head - "the unusual combination of humility and confidence". Among other positive characteristics Steve has this unusual combination.

Congratulations again - Steve and Claremont.