Move slow to go fast
Move Slow to Go Fast
Coming into a new position is always exciting. The idea of taking on new challenges, shaping an organization or job is a big new adventure. You come in fired up with new ideas, fresh eyes, and often it can be hard to not act on all the ideas you have.
People are expecting you to make a change, raise more money, fix past problems, refine systems. But here is a little secret…
For as much as people want you to make changes, they really prefer things to remain the same.
Transitions are very hard for people. Once the change has occurred people settle into it, but getting there can cause griping, complaining, push back, gossip, low morale.
So how do you go about stepping into a new position, building positive relationships, making changes and helping the organization meet its goals?
TIP 1: Go slow to go fast
This phrase has been accredited to everything from African proverbs to Roman Emperors. The origin is not that important though because it is absolutely brilliant and shockingly hard to do. Navy SEALS have their own version: “slow is smooth, smooth is fast.” Same concept, same wisdom. Breathe, slow things down.
TIP 2: Sit back and watch for a good 3-6 months
There’s no need to come riding in on a white horse vowing you are going to fix all the wrongs. Instead, learn the people, learn the programs, watch the processes being used.
TIP 3: Get to know your new team
Have one-on-one meetings with everyone who works with you. Ask them questions to learn about who they are as a person, what brought them to the organization, what they like about their work, what they are proud of, when they feel like they are really making a difference, how they run their program? What would they like to see different? How would they like to grow? If they could change 3 things what would they be? What is important to them to remain the same?
TIP 4: Get to know the people you serve
Invite some of them to coffee, lunch, or just hang out with them if your clients come to your office. If not, go to them. If they are farmers, head to their farms. If they are river users, hang out at the boat launch. If they are parents of children, give them a call. Whatever fits best for your line of work, take the time.
TIP 5: Listen, Listen, Listen
Mark Twain said, “If we were meant to talk more than we listen then we would have two mouths and one ear.” So work on listening and asking questions. A lot! Keep a notebook and write down what you are learning.
TIP 6: Don’t change anything too big right away
Like a big event. Or something historical, unless it presents legal or financial danger to the organization. Move very slowly. Here is why: there was a history before you. You may be the new hire, but people remember the past very well. People also had feelings towards the people who came before you and as a matter of respect, don’t erase what they did.
TIP 7: Honor those who came before you
Don’t talk badly about systems that were set up. Don’t speak ill of goals not being met. Write good accolades about programs and people, and give them the proper honor they deserve for all the hard work they put into the organization before you got there. Of course there are some things that might need improving immediately. So how do you go about doing that so that it goes over well and doesn’t ruffle too many people’s feathers? Refer back to Tip 1: Go slow to go fast.
TIP 8: Bring the people your change will affect into the decision-making process
Have them be a part of the conversations. This is so important for many reasons, the biggest being you might learn the history of what it is you want to change. Remember the phrase toward the beginning “For as much as people want you to make changes, they really prefer things to remain the same?” By involving those who are affected by change, you will learn why the change might be hard for people, which will help you present the new change in a way that others understand and might accept. Another great phrase to remember here is “Nothing about us without us.”
TIP 9: Transparency builds trust
When there are changes that need to happen, transparency is critical. People just want to be a part of the process so they can understand the reasons. While it may feel awkward or uncomfortable to share all the areas you would like to make changes to, I highly recommend the following process:
Make a list of the areas you would like to see changed and your reasoning behind those changes. With your new fresh perspective I’m sure you can see potential for some adjustments.
Have your team make a list of areas they would like to see changed. Your team includes staff, board, stakeholders, donors, volunteers. They have been living the work and organization and I am sure they have a list they’ve been wanting to share.
Have a group meeting to discuss each other’s lists. Let your team go first. There could be great overlap with your list as well things you weren’t aware of. Take notes. Listen.
Compile the list of desired changes, prioritize them, and involve the appropriate team members when making the changes. Remember… nothing about us without us.
TIP 10: Be a mentor-leader
You were hired because of your experience, which is something others can learn from. I have noticed the art and practice of mentorship declining, but it is so valuable. When making changes, share with your team your process for implementing the change, your thoughts, how you knew to make this change, when you've done it in the past and the success that resulted. Be a mentor as much as a leader.
Now, have a great time in your new role. You earned this position and you will, no doubt, bring fresh ideas and lasting change to the organization. But remember…Rome wasn’t built in a day. Go slow to go fast, and include those who will be affected by the changes you plan to make.
In kindness,
Rachel
