Representing all perspectives is easier when everyone agrees on an overarching goal. You can’t decide how to get there until you decide where you’re going. Teachers and administrators, for example, may approach the task of educating students differently, yet they are quick to agree that they’re there for the students. The common destination provides an invitation for respectful debate, where all voices can be heard.
Not all voices bring equal weight, yet each brings unique value. Change-resistant teammates are good at protecting history and legacy, so the team doesn’t stray too far from the core mission. Visionaries might not always be grounded in current realities yet they provide compelling inspiration. Worker bees sometimes wear blinders to history and the future, yet they keep things moving day in and day out.
A successful transition enjoys the benefits of all voices by asking five key questions.
- What, in the current landscape, is likely to change?
- What is our ideal future state, given today’s variables?
- What should we preserve and protect?
- Are there any best practices we should adopt to strengthen our resources?
- Based on these answers, can we map out a step-by-step transition plan with short-, mid-, and long-term checkpoints?
What happens next relies on two factors: accountability and adaptability. The transition plan has assignments, timelines, and checkpoints. It only moves forward when everyone on the team follows through with their commitments.
But as we all know, $#!T happens. Even the best laid plans get upended by unforeseen events. Nimble teammates adjust to the twists and turns of their environment and keep the plan moving forward.
Give this exercise a try. Identify the transition you seek to navigate. Name the desired outcome. Work through the five questions and implement your plan. That much is the easy part. The hard part? Accountability and adaptability, of course.