When people envision change, they will start with the ideal solution.

They’ll imagine how their boss needs to have a vision they share, one that touches them and can be communicated in simple words. They see how, as a result, communication would be much more fluid among the teams. They also trust that knowing that vision would make it so much easier for them to decide on their actions and follow the guidance available through the vision.

It sounds good and maybe even right.

However, once one takes a moment to think about it, one realizes that the change imagined is left to others. The desire is to have a path to follow within which one’s own decisions become plausible and are accepted by others.

An aspect that may make such a change perfect is that it is easy for us to follow and implement. Whatever one’s own responsibility within the process, it can easily be aligned with the one defined by the leader. What enables this, is that we cannot imagine that the leader will implement a different process than the one we believe to be the right one.

It’s the illusion that our ability to imagine something also makes it implementable as is.

However, the problem with our own ideas is that they remain ideas. They lack the full picture of what others know, believe, and think. They lack the experience of implementation. That is the feedback implementation always provides.