Jiu-Jitsu, the “yielding art,” teaches us to use an opponent’s strength against them. This philosophy applies surprisingly well to leading organisational change. Change Jujitsu is about leading through collaboration, not force.
Pushing Creates Resistance
Imagine trying to push someone in a new direction. Their natural reaction is to push back. The harder you push, the stronger their resistance becomes. This is a recipe for a stalemate.
Change Jujitsu: Channelling Energy
Instead of pushing, embrace “Change Jujitsu.” This approach focuses on channelling people’s energy and enthusiasm towards the change, not against it. It’s about drawing them in, not pushing them away.
Key Principle: Sharing Control
The core principle is to share control with those impacted by the change through:
- Idea Generation: Invite people to contribute ideas, from conception to implementation.
- Impact Analysis: Allow individuals to explore the change’s implications for their work and identify potential benefits and challenges.
- Empowerment: Provide information, tools, and training to equip people with confidence and skills to adapt to the new environment.
Giving Up Control is Empowering
Sharing control doesn’t mean giving up responsibility. It’s about harnessing the collective power of your team, just like Jiu-Jitsu uses an opponent’s force.
Embrace Change Jujitsu for a Smoother Transition
By leading with collaboration and empowerment, Change Jujitsu fosters a more positive and productive environment for embracing change.
To learn more about this approach see The 5 Forces of Change framework
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