A Wrong Turn at Albuquerque: Owning up and Changing Course

Posted: April 22, 2014 in Change, educate
Tags: , , , , ,

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Something’s wrong. Maybe the data is telling you. Maybe your gut is telling you. Either way, you know you’re on the wrong path. It’s not that you’ve even failed yet. It’s just not going to work and you know it.

And you’re the one who insisted you take the path. You were so sure. It’s OK. No one’s perfect. But you know this isn’t working.

Now what?  Obviously, you need to steer the team to a new course. So buck up and own up.

What are your options for doing that? Here are two.

Be the Expert

You would do this when you feel the team still needs stronger direction or illustration of how to change course. In this case you would work to present the case for why.  That means digging into the data or your guts and finding the root cause for your discomfort.  Illuminating the obstacle or the dead end that you see.

You may also need to propose the alternative path. Again this will require you to have done your homework on what a better path is and the rationale for taking it. You could also present multiple options.

The key here is knowing where the team is developmentally and psychologically. Will they accept your leading them?

Be the Guide

In being the guide you almost follow the same steps above in that you still need to make your case for changing course. You even need to explore what alternatives you would take.

But as the guide you make your case for change but you don’t tell them the alternatives. You go through some exercise to help them choose an alternative. You’re still the guide so you make sure they don’t get off track. You make sure the goal is still intact.

It’s a good opportunity for the team to learn and gain experience.

The key here is knowing where the team is developmentally and psychologically as well. Are they ready to do some heavy lifting? If so, this is the way to go.

Of course, I am sure there are other options out there to communicate a need for changing course. The key is to understand where your team is developmentally, psychologically and even emotionally.

Turn the wheel and off you go.

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