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Leaders Must Be Willing To Change

February 28, 2012 | Comments: 0 | Views: 201

No individual, no matter how wise, knowledgeable, experienced or talented, is absolutely perfect. Every human being, at one time or another, makes some sort of error or mistake, or simply finds himself in a situation where his plan does not work out as he had either anticipated or hoped for. Unfortunately, many individuals in leadership positions become some enamored with themselves that they begin to believe that they know it all, and they often find it difficult or are unwilling to adapt their behaviors, planning, ideas, concepts or approaches. George Matthew Adams wrote, "It is no disgrace to start all over. It is usually an opportunity."

1. Far too often, leaders get hung up and bogged down in their egos, and become unwilling and/ or unable to adapt. They don't want to change, and continue along the same course, even if it is proving to be unsuccessful and unwise. For example, I have observed many event organizers in my over three decades in that industry, who plan their event in a particular manner, and are unwilling to change and adapt. Even if their planning called for significantly more or less attendees than turn out to be the actual number, they stay the course, with often disastrous results. Every event I have ever been involved with, and I have been involved with many hundred throughout my career, I always create a plan, and several contingency plans. It is those contingency plans that have saved the day on many an occasion, because it gave me the ability to be nimble enough to change whatever aspect or aspects needed alteration or tweaking. Many events fail because the organizer and planners continue along the same course in a rigid manner, and if change is called for, are both ill- prepared and unwilling.

2. I have trained well over a thousand individuals who prepared for leadership positions. One of the guiding principles of any effective leader is adaptability, and the self- confidence to be willing to admit when something needed to be changed, and the ability to change as needed or called for. Inflexible leaders invariably are stand offish and aloof from the rest of their organization, and seek shelter when they should seek support. The ability to change requires effective listening and the willingness to listen, and the common sense to understand that there is often a need for change. I have observed far too many individuals in leadership, who instead of learning lessons from history and then adapting them for current advantage, instead get bogged down and buried by the past. Great leaders do need an historical perspective, but they must understand that organizations and leaders that do not evolve are often destined for extinction.

No one knows it all, not even you, and not even me! Change simply for change is usually unwise, but making needed changes, and having the willingness to adapt and evolve differentiates effective leaders from the pack!

With over 30 years consultative sales, marketing, training, managerial, and operations experience, Richard Brody has trained sales and marketing people in numerous industries, given hundreds of seminars, appeared as company spokesperson on over 200 radio and television programs. He's negotiated, arranged and organized hundreds of events. Richard's owned businesses, been a COO, CEO, and Director of Development, as well as a consultant. His company Website is, and he can be followed on Twitter @rgbrody. For great information on many topics, visit PLAN2LEAD's Facebook page and LIKE (

Source: EzineArticles
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