​​Last month we focused on leading inclusively, co-creating ideas and solutions with our early adopters. Now it’s time to find out what will actually work.

Transformational leaders make no assumptions that our first idea is the best idea, or that it’ll work out as we expect. It won’t. And there’s a good chance it’ll fail in useful ways.

This is why I challenge my clients to banish the word “roll out” from their vocabularies. 😆 Instead of building something beautiful behind the scenes and rolling it out as a finished product, we systematically test-and-learn… and test some more. Because, after all…

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THE 9TH TRUTH OF RADIANT CHANGE

Change is Iterative

Only Plans Fail: The Case for Experimentation

To iterate is to recognize just how much we don’t know… yet. To live in perpetual curiosity about what’s possible and how we can bring it more fully forward. To embrace our constant companions of ambiguity, complexity and impermanence, and to be willing to dance with them. To be open to be surprised. To be flexible and fluid in our leadership—which allows for the same in our ecosystem.

Did you know, in my coaching work with leaders and teams, we never make plans for achieving their purposeful vision? We do follow a path, what I call the path of EASE: After we do the work of Excavating what’s been keeping them stuck in the status quo and Aligning around the principles needed to achieve their vision, we Start Experimenting. Running little tests to see what works in reality. Not on paper, but in the flow of work. It’s a hands-on, experiential approach to change. And it works.

If you’re thinking “I don’t have time to iterate,” consider this: Experimentation and iteration are often more efficient than committing to an untested, inflexible plan or process. The resources at risk when your rigid plan goes awry aren’t limited to your time and money—you’re also gambling with your team’s energy, engagement and trust.

In a complex system, none of us knows for sure what will work. Ever. The only way we find out is through trying something, learning from it, and adjusting as needed… and then try again. This is iteration.

What can we iterate? Pretty much anything we do or make at work: programs, policies, processes, products. What’s something you’re preparing to “roll out” right now? It can only get better through iteration.

How to Iterate

Start small.
​(Every big change is made of small steps.)

Try something new. Keep it simple.
​(Notice perfectionism creeping in. See your craving for certainty. Have a good laugh.)

Tell people you’re trying something new. Invite them into the experiment.
​(Is this scary? That’s ok. You are brave. They’re going to think so too.)

Launch before you’re ready. It’s just a test.
​(You may never feel ready. Just start.)

Stay curious: What works?
​(Do more of this.)

Be honest: What doesn’t work?
​(Do less of that.)

Adjust as needed. Try again.
​(Keep going.)

“If you haven’t failed yet, you haven’t tried anything.”
—Reshma Saujani, Founder of Girls Who Code​

The Other F-word

In the Radiant Leader community, October is dedicated to practicing with key elements of iteration, from simple prototypes to feedback loops. Back in March, we talked about how feedback loops are an essential leverage point in any system. It’s through feedback loops that we gather information on our system’s performance and assess the impact of change we’re trying to make.

No feedback? No information.
No information? No improvement.
No improvement? No impact.
(Unless you count negative impact, which as discussed above you’ll see plenty of.)

Because feedback is so key, I want to share three quick feedback tips you can experiment with this month:

Make feedback loops work for you. There are two kinds of feedback loops: Reinforcing loops reward, encourage or amplify certain outcomes. Think spot bonuses and compounding interest in a bank account. Balancing loops correct, adjust or offset outcomes the system deems undesirable, like a thermostat turning on the A/C when it gets too warm. The key is to make sure your feedback loops are reinforcing the behaviors you want and balancing the ones you don’t.

Make feedback an offering. Giving feedback to someone else? Think of it as an offering of your perspective rather than an absolute truth. Sure, you might spot an area for improvement, but take care not to assume: a) they aren’t aware of it, b) your perspective is correct and in alignment with their experience, or c) you are responsible for them accepting it. My favorite feedback practice, which I call Ask Forward, bypasses these assumptions and the recipient’s defense mechanisms. It’s magical. (Radiant Leaders will practice Ask Forward at Monthly Campfire on October 18.)

Find the 2% truth. On the receiving end of some tough feedback? Consider that every piece of feedback is at least 2% true. Can you find the 2%? If so, is it worth keeping an eye on, even if you aren’t inclined to address it at the moment?

Your Turn

With that, I’d love some feedback from you. Hit reply and let me know: Has this been helpful? How are you liking the new monthly format? Are you missing the opening poem?

(And if so, here you go:)

if we want to grow and thrive
here’s a simple question:
how can we do better
without any information?
we know we tend to get stuck
when we don’t do iteration
but how are we to know where
to focus concentration
if our focus is on striving
for fictional perfection?
here is what I do know
without any hesitation:
for myself and for my team
my neighbors and my nation,
we can only be as free
as the flow of information.

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Onward together.

Kristen Lisanti
​Radiant Change​
​Training, Coaching and Community for Transformational Leaders