Need to Drive Transformation? Build a Movement

Welcome to Leading Disruption, a weekly letter about disruptive leadership in a transforming world. Every week we’ll discover how the best leaders set strategy, build culture, and manage uncertainty all in service of driving disruptive, transformative growth.

What do a sports team’s fan club, nonprofit fundraising drives, and social justice marches have in common?

They’re all movements inspiring people to be part of something bigger than themselves. 

And they’re all supporting change – whether it’s recruiting new players, raising money for a cure, or enacting societal reform.

Movements are an overlooked but critical aspect of disruptive growth, and I shared why they’re so important on Tuesday’s livestream.

Unfortunately, they rarely teach “movement building” in leadership development, and it’s a missed opportunity!  Movements are the fuel that rockets your disruption to the moon. Here’s why:

Movements drive transformation

As leaders, we drive change within our organizations — that’s our mandate. And one of the fastest and most lasting ways to do that is by creating a movement.

Now, in the examples I listed above, you probably noticed that each movement has a major commonality: Everyone is fighting for the same thing. Everyone is working together to accomplish the same goal.

That’s why we need to create movements: Our power as a group is greater than our power as individuals.

So how do you inspire a movement that drives transformation? 

Two powerful steps to create a movement

When you’re trying to drive a disruptive transformation, ask yourself: 

“How will this take on a life of its own? What happens when we encounter setbacks or delays? How will the movement sustain itself?”

As with all great things, a movement starts with strong relationships. Start by:

1. Defining your first followers. When you’re looking for your very first followers, ask yourself: What does my movement look like a year from now? Who’s in the room? Who’s running the meeting? How are decisions made? How is information shared? How much am I talking? Having a clear vision will help you determine who you need to attract. Your first followers should help you kick off your movement – and have the capabilities, skills, network, and connections to lay the foundation and draw in more followers. Then, move on to:
2. Defining your relationship with your followers from their point of view. How would your followers describe the relationship? How do they feel in the movement? Do they see themselves as part of the decision-making process? Do they understand how to contribute to the movement? Do they know your strengths and weaknesses? When your followers have a sense of ownership and feel like you’re building this movement together, the movement takes on a life of its own. 

If you struggle to answer these questions, try answering them for the movements I shared above: sports teams, nonprofits, and social justice marches. Imagine you’re at the beginning of such a movement. Reverse-engineering from a familiar outcome will help you see the answers for your own movement more clearly.

And remember, always be vulnerable and honest as you form these relationships with your followers. Your vulnerability and willingness to co-create the movement will inspire your followers to say, “Yes, I’m in. I want this. I believe in this.” 

But what happens when everyone throws their energy into the movement and it doesn’t take off?

Why your movement might stall (oh no!)

I’ve seen transformations that started out strong. Everyone is motivated, moving in the right direction, and then –BAM! – they hit an obstacle and everything collapses.

Instead of pushing forward, everyone retreats to their comfort zones. All momentum is lost.

Even if you’re thinking intentionally and strategically about your movement, it could stall before it gathers enough strength to sustain itself if:

1. You’re not building a firm foundation for the movement. It’s a problem that most leadership development programs don’t focus on systematically, intentionally, and strategically creating movements. Leaders must learn how to inspire people – and you need a solid understanding of how to create structure, core beliefs, and operating principles that guide a movement. 
2. You’re trying to control everything. A movement takes on a life of its own – and it’s at its most powerful when you’re not at the front. You’ll never be able to scale if you insist on clinging to the wheel. If you really want to make an impact, you have to enable and empower your followers. Encourage them to become leaders! In other words, let go.
3. You’re only considering your point of view. Leaders tell me, “I say this over and over again, but no one seems to listen to me!” Nine times out of ten, it’s because you’re saying things from your point of view. Movements meet a need and give people a sense of belonging, so you have to tap into your connection with your followers and have empathy for their position. Always take the time to talk with them and get their input; your movement will be stronger for it.

As you think about creating a movement, consider the role it will play in disrupting the status quo. Really feel the excitement and impact of that! Your own enthusiasm will ensure you invest the time and energy to strategically structure your movement and empower your followers so it takes off – and effects the change we need.

Next week’s livestream will be on Wednesday at 9 am PT / 12 pm ET. I’ll be conducting a workshop about sustaining your movement using a powerful tool: a leadership manifesto. You’ll be able to write your leadership manifesto in just 30 minutes – I hope you’ll join me then! 

Your Turn

Share a time when you were a member of a movement – or when you built a movement. What did it feel like? What did it mean to be part of the movement? How would you describe your experience? I’ve shared an example from my experience, and I’d love to hear from you!

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