Being a good thinker is an important trait for leaders of change. It helps us understand our world, make better decisions and tackle complex problems. Being intellectually humble matters (without acknowledging the possibility that our current beliefs may be mistaken, we can’t learn anything new). AND good thinking is also about: 1) Being sufficiently motivated to figure out what’s true. 2) Focusing on the pertinent information and carefully seeking it out. 3) Being open-minded about information we may disagree with. 4) Confronting information or questions that are novel/different from what we generally engage with. 5) Being willing to put in the effort to figure it all out. theconversation.com/being-hu… Via @EJayawickreme @AdiGaskell

One of my favourite change quotes is from @nancymdixon: "The greatest knowledge deficit in organisations is not the lack of sharing nor poorly designed repositories. Rather, it is the inability to hold authentic conversations". So I was delighted to see these ideas expanded in this blog & sketchnote from @tnvora: qaspire.com/how-to-have-an-e…. Conversations are the currency of great leadership.

It's often lonely being a change agent. Communities of practice (CoPs) can give us a sense of belonging, support & courage. We don't need permission or formal power to create a CoP; just to connect with people who share our passion. Here's a straightforward guide to CoPs: management30.com/blog/commun… Via @Management30 @FerraroRoberto

Having a sense of agency (the power/ability to make choices and act on them freely) is more important than improvement skills or resources or methods when it comes to making change happen. When we can go & take action, things change. Feelings of powerlessness dissipate & old assumptions fall away. As change leaders, helping others to build their agency is one of our most important tasks: samxyuan.medium.com/how-to-e… By @samxyuan Graphic: by me (designed for @sch4ch)

Most large conferences & "all staff" days treat their audience as "consumers" to be talked at when they have a room full of potential co-creators with amazing talents and gifts. Is it possible to design large gatherings in a more relational way? How can we light candles rather than fill buckets? @pforti suggests 5 ways: 1) Small sessions lead by participants 2) Create fractal groups 3) Slow down the rhythm of the meeting 4) Assign people to be connectors 5) Design for the non-default medium.com/together-institut…. Quote in graphic: @ndcollaborative

Research shows that employee's willingness to support organisation-wide change initiatives has fallen drastically since the pandemic, across all sectors. A key reason? At a time when people are still recovering, the change is too fast & too top down. 4 ways forward: 1) Clearly prioritise change 2) Build in periods of proactive rest to sustain change energy 3) Co-create change with people at all levels 4) Reimagine the role of managers in change hbr.org/2023/05/employees-ar…. By @Gartner_inc