Here yesterday, gone today.
Yet, as a leader, you are remembered because you were able to move an agenda. Leaders are remembered for their accomplishments, not their promises.
He presents a four-step process that anyone can learn to master with practice. To move an agenda, you need to learn to harness what others have to offer if for no other reason than you have blind spots. You need to build a coalition and develop the managerial skills required to maintain forward movement.
It requires a campaign of pragmatic leadership.
Second, you must mobilize your campaign. Third, you need to negotiate buy-in. And fourth, you must sustain momentum. In this post we will focus on the first stage—Anticipate the Agenda of Others—because this is the stage that most of us miss or move too quickly over and set ourselves up for frustration or failure.
Anticipate the Agenda of Others This means knowing where others are coming from. Putting yourself in their shoes. Our own egos are the enemy here. You need to know who you are dealing with—the stakeholders.
Top Dogs organizational decision makersGatekeepers the liaisonsGurus senior individuals, external consultants, the board of directorsand the Players people directly impacted by your agenda.
The players are your essential ally. All of these stakeholders have their own agendas and ways they go about accomplishing them. If you know where you are coming from and where others are coming from you can begin to see what might motivate someone to join your change effort.
This framework can help you do that. Distinguishing traditionalists from developers, developers from adjusters, and adjusters from revolutionaries allows you to identify where others are coming from quickly and efficiently.
In making these distinctions, be careful not to assume that these agendas are immutable or that people are uniformly consistent from one situation to another.
Of course, we are a factor in the process. We have our own motivations and our preferred ways of dealing with change.In McKinsey's latest survey on business technology, few executives say their IT leaders are closely involved in helping shape the strategic agenda, and confidence in IT's ability to support growth and other business goals is initiativeblog.comrmore, "executives' current perceptions of IT performance are decidedly negative." This sort of criticism of IT is not .
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Clayton M. Christensen is the Kim B. Clark Professor of Business Administration at Harvard Business School.
In addition to authoring a number of highly influential Harvard Business Review articles, he is the author of eight critically acclaimed books, including the bestsellers The Innovator’s Dilemma, The Innovator’s Solution, How Will You Measure Your Life?, and Disrupting Class.
E ARE RAISING TODAY, the men and women who will lead us tomorrow. It is a responsibility that should not be taken lightly. It should be done with forethought and with a consideration of the kind of world we hope they and we will live in when it’s their turn to lead.
Nov 26, · Nigel Farage has defended a new immigration-centred poster UK Independence Party campaign as 'a hard-hitting reflection of reali.