Leadership Puts Their Toes in the Water First

Have you ever seen people at a swimming pool when they first arrive and are getting ready to get in? Adults will often stick their toes in the water, especially early in the summer when the water is still cold. They want to know what they are getting into because chilly water can be quite a shock to the system.

Kids are different. If they see other kids in the pool having fun, they do not think twice. They just jump in.

Adults take a slower approach. They sit on the edge, dangle their feet in the water, and let their bodies adjust to the temperature. Then they gradually step farther until they are finally all the way in. Others stand around waiting for someone else to go first.

Change in the Workplace Is Like Getting into a Pool

Change in the workplace is like getting into a swimming pool.

When an organization introduces significant changes, new technology, restructuring, a new strategy, a new leader or simply an unusual way of doing things, employees respond differently. A few are ready to jump in with both feet. Others want to put their toes in the water first. They want to see how it feels, how others respond and whether the change is really going to work.

And then there are those who would prefer to stay on the deck.

This is where leadership becomes so important.

Why Early Adopters Matter

Organizations often talk about early adopters, and for good reasons. These employees can play a critical role in helping an organization successfully navigate change. When respected employees embrace a new direction, others are more likely to believe that it is safe to do the same.

But there is a difference between compliance and commitment.

Someone who adopts a change because the boss told them to do it may help implement the change, but someone who says, “I believe in this. Let us go,” can help influence the culture around them.

Those are the people leaders need to identify and empower.

The early adopters become examples for everyone else. They demonstrate that the change is possible. They ask questions, learn the new process, encourage their coworkers and, most importantly, demonstrate by their actions that moving forward is better than standing still.

Answering the “Why”

Change creates uncertainty. People naturally ask, “Why are we doing this?” That is not necessarily resistance; sometimes it is simply a desire to understand.

Good leaders do not ignore those questions. They explain why, communicate honestly about the challenges, listen to concerns and give people an opportunity to adjust.

But eventually, someone must get in the water.

It Starts with One Person

I once heard the story of a pastor of a small church, made up mostly of older folks, illustrates this principle beautifully.

The church was planning a summer Vacation Bible School. They did not have many children attending their church, so they decided to take VBS into the community. The idea was exciting, but they needed volunteers to work directly with the children.

The pastor made his appeal, but no one responded.

Then a military veteran with limited mobility spoke up and said, “Pastor, I can do it.”

He put his toe in the water.

After a moment of silence, someone else said, “I’ll help.”

Then another person volunteered. Then another.

Before long, they had all the volunteers they needed.

It started with one person willing to go first.

That is an important lesson for business leaders. People change culture when they see others putting their toes in the water.

Your willingness to go first may be exactly what someone else needs to take the plunge.