Leading Change in All Directions

The Leadership Compass

Lead It Like a Project – Part 2.3

Using the concept of the leadership compass, this section focuses on driving change within organizations. This approach emphasizes that change can be driven in all directions, but more importantly, I want to share practical examples of how to do so. During my talks and especially my one-on-one mentoring sessions, I’ve noticed that most individuals are less interested in theoretical concepts and more eager for real-world applications. They want to know which tactics, tools, and techniques I have used, how I employed them, and the outcomes that resulted. Ultimately, the information shared should be practical and actionable; otherwise, what good is the material if it can’t be used?

I’ll explain how to implement change using the leadership compass. The most challenging aspect is influencing change upward toward the person you report to. Although this may seem difficult, it is actually relatively straightforward. The basic idea is that many people try to skip multiple levels of leadership when aiming for change, but the most significant impacts typically occur within your immediate circle of influence. The only places where you can truly make the most significant changes or have the most impact are those that you can touch. This sphere of influence includes those you directly interact with—your supervisor, the person who evaluates your performance, and colleagues you meet with regularly.

Attempting to effect change when you try to skip titled leadership levels can be challenging, especially if you are not in direct contact with those individuals. Making change happen by bypassing leadership levels above you is rare and difficult. However, to drive organizational change effectively, start by impacting those you can reach—begin with your boss.

This brings us to the question: How do you facilitate change with your boss, especially when you believe that they should be the ones changing you? This is interesting because next-level leadership supersedes positional authority; it involves making a difference that benefits everyone involved. You should aim to achieve two key objectives:

1. Add value to you.

2. Add value to them.

It doesn’t matter whether they’re to the north of you (above you), to the south of you, east of you, or even west of you; you can influence change in every direction on the leadership compass.

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