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The Shared Commitment of Change

By Tim Deuitch

The Shared Commitment of Change

The ‘Power-Pack’ of change: Four attributes but one thing in common!

Change comes to us in two ways, on our terms or on someone else’s. While most of us prefer our own path a strong manager recognizes that the path of leading a team through change involves both. In recent blogs I have shared details of the managers who commit to change, and succeed. They take a common path through four attributes that I call the ‘Power-Pack’, and the key requirement of the Pack is that all must be present for real change to occur. This is my final blog entry on the topic and it addresses one thing that all four have in common.

These four attributes are:

  1. They believe it is necessary for personal and/or professional gain and fulfillment.
  2. They have confidence to engage people in more productive ways.
  3. They have patient but persistent leaders or guides.
  4. They are able to get help and offer help to peers.

The thing that all four “Power Pack” attributes have in common: Shared commitment requested by management made credible by the actions of management.

My favorite sports franchise is the New England Patriots. They consistently win by changing their approach from game to game. With a management mantra of ‘do your job’, they focus intensely on shared commitment to their system and each other. And if things don’t go well, this is balanced by the mantra ‘the coaches need to coach better’. This balanced approach is one thing that all the ‘Power Pack” attributes have in common, a shared commitment requested by management but made credible by the actions of management.

  • They believe it is necessary: The manager proves this by changing her day-to-day engagement and discussion and the team adjusts with her.
  • They have confidence: Confidence in business comes from shared risk and success. The closer the manager and team work together, the better the result.
  • They have patient but persistent leaders or guides: Teams are inspired by managers that respect them, and this respect is returned in greater effort, honesty, and help of others.
  • They are able to get help and offer help: The team must surface the help needed and the manager must be a problem solver on their team’s behalf.

Imagine a sports team with no coaches on the sidelines, an orchestra with no conductor, a business with no managers. Strong leaders and managers are essential to set the tone and then help their talent succeed. In business, we rarely make change on our own terms. Inspired change and performance comes from a shared commitment requested by management but made credible by the actions of management.

Best of luck and remember it is a shared commitment made credible by you!

Published: April 10, 2015


Tim Deuitch

Senior Performance Consultant

Tim brings over 25 years of experience working closely with business leaders throughout the Twin Cities and the USA. He has worked within a multitude of workplace cultures and economic cycles, helping leaders and teams improve their effectiveness and results. Since joining SEG in 2007, Tim has continued his work as a change agent, helping organizations meet their goals. Tim graduated from Warren Wilson College in 1983 with a B.S. degree in social work.

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