FROM THE LEADER'S DESK

BECOMING A CHANGE AGENT
The word change and all it stands for in the recent times has become one of the most commonly used vocabulary on the lips of all and sundry. Phrases like ‘audacity of hope’, ‘change we can believe in’, ‘agents of change’, ‘a fresh breath’ and many like them point to one thing, CHANGE!
Change involves a movement away from status quo and a substitution with better innovations. Change is one thing many call for, and yet even more resist vehemently, consequently amounting to the negative attitude people have towards change in general.
Much research reveals that the idea of change not being worth personal price, the fear of loss of something valuable and a sense satisfaction with existing ways of doing things (status quo) is responsible for the general apathy towards change. This is true because human beings are creatures of habits; so they are against anything that displaces their habits.
Many leaders are described as ‘maintenance-oriented’ leaders, tenaciously holding to the methods that first gave them success and credibility in their leadership. Where there’s no flexibility change becomes difficult to come by.
Another vital area in the change process is communication. E.L. Town, a leadership expert, in relation to the problems leaders have with communication in the course of change said, “problems arise for leaders, because they are imperfect, and exercise imperfect communication to followers who have imperfect powers of observation; thus arriving at imperfect interpretations and imperfect understanding of the task at hand. When an imperfect relationship exists between leaders and followers, the less than perfect situation creates a barrier to change or innovation”.
So the problem is not that of initiating change but to communicate it effectively because many times people do not have a negative reaction to an idea or new project; it is just that the people do not have confidence in the change agent. To effect any change, it must necessarily begin in the agent of that change (you) first. This puts you in top gear to lead others in making a change in the face of dissenting views.
Finally, consider this “change-oriented leadership is neither simple for the leaders nor comforting to the masses. Thus it is essential we find ways to allow change agents to express their creativity in their leadership efforts. This cannot be done without accountability and process. Yet we must be careful that the systems and procedures we embrace do not quench the spirit of the change agents. In other words, ministries should create a change-friendly environment, places that allow leaders who champion positive change to be who they are and to lead effectively”.
To all AG youths I wish you a memorable YOUTH DAY as you patiently wait for the change you desperately long for. God is aware of yearnings. Have a blissful youth day.