Seth Godin, writer and thinker, states: “Change almost always starts at the edges and moves toward the center.” Change is seldom main stream. Organizations, over time, always trend toward protection of the status quo. It is less about moving out and more about pulling in. The organizational main stream believe there is too much to lose to do something that feels risky. And almost every worthwhile endeavor is risky.
A leader who desires to engender change must lead from the edge in. She must never get too caught up in the acceptable middle. The mindset engaged there dulls her creative sharpness. It erodes her adventurous spirit. It dumbs down her risk-factor.
The acceptable middle is comfortable, but seldom enlarging. The acceptable middle affirms things as they are. The acceptable middle embraces you in the organizational system. The acceptable middle lulls you into believing that floating is better than paddling. The acceptable middle chips away at vision and tucks you in under the blanket of conformity.
The edge is where the action is. The edge helps maintain innovative perspective. The edge engages your thought process in new ways. The edge demands that you consider the different, the questionable, the unexpected, and the why not.
The acceptable middle may provide you a sense of belonging, but the edge will give you being. The acceptable middle may give you a sense of warmth, but the edge will leave you wanting more. The acceptable middle may help with stability, but the edge will help with significance.
How can you move toward the edge?
- Resist the status quo
- Ask why? More than answering okay
- Look for new ways of doing old things
- Try different things
- Interact with people who disagree with you
- Be wrong
- Have possible solutions for problems
- Be inspired by hope regardless of how un-hopeful things may appear
The edge can be scary. The edge will make you vulnerable. But it is on the edge you will find strength never before discovered.
