Collaborative willpower drives organizational change
Technology-driven change projects succeed when senior leaders demonstrate collaborative willpower. Many organizations lack this group dynamic and as a consequence deliver sub-optimized results.
What does willpower mean Kelly McGonigal, a psychologist and lecturer at Stanford University, and author of the book "The Willpower Instinct," describes it as the ability to do what matters most, even when it’s difficult or when some part of you doesn’t want to. Self-awareness, control and discipline are fundamental behavioral traits that come with willpower.
While I listened to McGonigal’s audio book on my way to work, I wondered how collaborative willpower could work in projects. Here are 5 thoughts that came to my mind.
Winning organizations have senior leaders with collaborative willpower. They work towards the same set of goals in a transparent manner. They unlock and extend potential, motivate their project and functional teams and operate different than their peers in the marketplace. They thrive on a shared set of values and beliefs, and are wary of single minded actions and outcomes that do not benefit the overall performance of the organization.