Changing the Status Quo: How Great Leaders Drive Innovation
I was talking with a client a while back and the topic of enabling the organisation and leadership team to break away from the status quo was somerthing of a frustration. Frequently when I speak to teams, leadership and individuals trying to drive change, it is not uncommon to hear phrases like....... "our leadership team want us to innovate, but they dont think its something they need to do!" Or "we are trying to break old habits in the company but some people just like it as it is, or dont think it affects them!". Ive also heard " They are too comfortable with the way things are, its easier to stay as-is, than to shake things up!" and "no-one wants to put their neck on the line".
In the ever-evolving world of business, one thing is clear: standing still is not an option. For any leadership team, shaking up the status quo isn’t just a nice idea—it’s essential for financial growth and innovation.
Why Changing the Status Quo Is a Sign of Strong Leadership
Let’s face it—strong leaders don’t settle for “that’s the way we’ve always done it.” They know that sticking with the status quo can lead to stagnation, while embracing change opens the door to innovation and growth, new ideas and critical thinking. By challenging the current state of affairs, leaders demonstrate that they’re forward-thinking and committed to the organization’s future. but they have to be leading the charge. Doing it TO people or TELLing is not part of the necessary landscape for change - they need to lead and SHOW by example. When the whole organisation is driving towards the same goals, success is a much more likely outcome. It can come from the top, the bottom, or middle but innovation and change can only be achieved if the group work as a whole!
When you challenge the status quo, you show courage and vision, which in turn builds trust and loyalty within your team. You’re not just leading; you’re inspiring others to think bigger and push further. And that’s what strong leadership is all about. Being able to see the risks, pitfalls or issues, and do it anyway.
Seth Godin, sums it up perfectly:
“Change is not a threat, it’s an opportunity. Survival is not the goal, transformative success is.”
This quote hits the nail on the head. Leaders who embrace change aren’t just trying to survive—they’re aiming for greatness. Leadership means disrupting the status quo!
But how do you go about it without causing chaos? Here are the top five things to keep in mind when you’re ready to make a change, and why doing so is a mark of true leadership.
1. Adopt a Growth Mindset
First things first, a growth mindset is your best friend when it comes to change. It’s about believing that things can improve and that 'perceived' risks are worth taking. A growth mindset is about empowering ideas, cross-team and organisational collaboration and not sticking to fixed ideas or habits. When leaders show they’re all about growth, they encourage their teams to see challenges as opportunities rather than obstacles, and a way to learn and achieve new and better outcomes. This kind of thinking creates a culture where change isn’t just accepted—it’s expected.
2. Get the Right People on Board Early
One of the biggest mistakes leaders can make is trying to enforce change from the top down without involving the people it will affect. Engage your team members early on, especially those who will be directly impacted. Create Champions across the business who can help drive an initiative at all levels. When people feel like they’ve had a say in the process, they’re more likely to support, drive and effect the change with those around them. Plus, they might offer insights you hadn’t considered!
3. Paint a Clear Picture of the Future
If you want people to follow you, they need to know where you’re going. That’s why it’s crucial to communicate a clear vision for the change. Explain why it’s necessary and how it aligns with the organization’s values and goals. When everyone understands the big picture, they’re more likely to buy into the journey, even if the road gets a little bumpy. It's not enough to just espouse these; you need to implement policies and structures across the organisation that support innovation, change and empowerment and so change the status quo!
4. Don’t Be Afraid to Shake Things Up - change the status quo
Let’s be honest—changing the status quo means challenging long-standing norms and practices. It’s not always easy, but it’s necessary. It's also not about fixing things that aren't broken or causing problems; leaders need to ask the tough questions and be willing to disrupt old habits that no longer serve the organization. It might be uncomfortable at first, but it’s the only way to discover more effective ways of working. When systems are under a state of tension 2 things can happen - new ideas can emerge through a state of creativity, or they can snap. The trick is to identify the tension and make it work to your advantage in driving creativity and thus inducing change.
5. Celebrate the Wins
Finally, don’t forget to celebrate your successes along the way. Change can be hard work, so it’s important to acknowledge the progress you’re making. Regularly measure the impact of the changes and shout out the wins, no matter how small. Teams may achieve different outcomes from their initial goal, but they will have learnt and collaborated along the way and this is worth celebrating too. This not only boosts morale but also shows everyone that the effort is paying off.
In the end, changing the status quo is more than just making a few tweaks here and there—it’s about fostering a culture of creativity, innovation and resilience. By adopting a growth mindset, embracing new and fresh ideas (from your team and colleagues) involving the right people, clearly communicating your vision, being willing to shake things up, and celebrating success, you can lead your organization to new heights. So, go ahead—get uncomfortable, get creative. Get into action and embrace the change! ......and watch your team thrive!
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