Buzz Lightyear can help your organization move toward “infinity and beyond”!

Since 1995 (how can that be!) the Toy Story movies have given us a window into the ‘secret life of toys’. The movies are very effective at reminding us of the simple joys of childhood using some very adult storylines. This group of friends learns they can count on each other through thick and thin as they work through jealousy (Toy Story), abduction (Toy Story 2), and betrayal (Toy Story 3). Pretty heavy stuff for a ‘kids’ movie!

The cast of characters spans the toy world and includes some common personality traits that we see all around us. Rex, the dinosaur is always anticipating the worst. Slinky, the dog, is laid back and calm. Mr. and Mrs. Potato Head are a classic ‘old married couple’. However, when it comes to organizational change, two characters are great examples of typical responses you may see:

•Woody, the cowboy, does NOT like change. He’s happy with the status quo, thank you very much, and doesn’t see any need to do things differently. His motto could be ‘if it’s not broken, don’t fix it’!

•Buzz Lightyear, Space Ranger, is the face of change. He’s never met a problem he couldn’t solve or a challenge too difficult. His personal motto, “To infinity, and beyond!” shows us that he’ll always be reaching for the stars.

If you take just a minute, I’m sure you can identify at least one Woody and one Buzz in your team…maybe even by looking in the mirror! How do you use these mindsets to help you make a change?

If you’ve got a “Woody”, recognize that you may never have them fully supporting your change. You can help them see the benefits while also appreciating their perspective and trying to move them to ‘neutral’. However, if you can get a skeptic like Woody to support your idea, expect many others to follow!

“Sheriff, this is no time to panic.” – Buzz Lightyear

A “Buzz” can be a challenge as well. They may be so passionate about moving to ‘the new thing’ that they steamroll everyone in their path. Harness their energy by helping them see everyone’s perspective and the challenges ahead. Then use them as sympathetic evangelists of the change throughout the organization.

When it’s time for a change in your organization, take a look around you to find both Woody and Buzz. Once you’ve identified them, you can use their unique strengths to help your change “reach for the sky”!

photo credit: https://pxhere.com/en/photo/783510

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Posted on January 18, 2019, in Change Management, Change Managers, Organizational Change. Bookmark the permalink. Leave a comment.

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