~This is one of my favorite quotes…
“Here’s to the crazy ones. The misfits. The rebels. The troublemakers. The round pegs in the square holes. The ones who see things differently. They’re not fond of rules. And they have no respect for the status quo. You can quote them, disagree with them, glorify or vilify them. About the only thing you can’t do is ignore them. Because they change things. They push the human race forward. And while some may see them as the crazy ones, we see genius. Because the people who are crazy enough to think they can change the world, are the ones who do.” Apple
[Tweet “I am one of the crazy ones!”]
I am a also a VERY ordinary person that has been blessed with repeated opportunities to lead system-wide change from the middle and the edge of organizations.
For 20 years I’ve led organizational development projects in organizations of various sizes. (Although it is important to mention that for many years I did not know I was doing organizational development. I just enjoyed solving problems, and finding ways to add value to the people and the organizations I worked with.) Eventually I had opportunities to lead changes for companies with a national footprint and for clients in private and public organizations.
I’ve experienced the highs and the lows of trying to share big ideas with people that had positions and power that were much more significant then my own.
[Tweet “I’ve banged my head on walls that were constructed by fear and politics.”]
I’ve experienced the unbelievable joy of working with groups of people that courageouly did things differently and made an impact that was bigger than I had ever imagined.
[Tweet “I’ve felt my stomach churn when opportunities passed by that could have limited downsizing.”]
I deeply believe:
1. That most of the answers organizations and communities are seeking today are lying dormant inside of their employees, their customers and their suppliers just waiting to be discovered and unleashed.
2. That each of us is capable of making an extraordinary difference regardless of what our title is.
3. That anyone with a leadership or management title has a great responsibility to listen, to model the behavior they would like to see, and to serve those they employ.
If you are one of the “crazy ones” or a titled leader that has the pleasure and/or the pain of leading some “crazy ones” I created an Instigating Change Checklist for you! It is filled with simple secrets for change agents, and instigators to more effectively communicate with executives so your organization moves forward and maybe even changes the world!
To receive a complimentary copy of this checklist click here.
Photo Credits: iStockphoto
Hey Chery – I can so relate! I just got off the phone with a new client: high-powered team, multi-degreed senior managers….who can’t get along. The GM said, “If we could just get over this little thing, which has become such a big problem, there’s nothing that could stop us from being incredibly successful.” Ah, yes. But as you say in your post, until these “leaders” understand they have a responsibility to not only do the technical aspects of their jobs amazingly well, but also to model the types of behaviors they expect in others, they’re stuck. But, like you, I’m crazy and enjoy helping them identify those opportunities to change a become better letters….
Liz,
Thank you for sharing your story, and for being one of the crazy ones! I love that that the part of the post that resonated with you was the part about leaders having the responsibility to model the behaviors they expect to see in others! YEAH! …And now to take the steps to get there… I’m glad they have you to help!
Have a great week!
Chery