I am not a baseball fan.  Nonetheless the other day, I sat, somewhat reluctantly, in front of my television and watched the movie “Moneyball”.  I say somewhat reluctantly because, well, Brad Pitt was involved… so I forced myself.

For those who are unfamiliar with it, “Moneyball” is based on the story of Billy Beane, General Manager of the Oakland Athletics. It’s about how he defied deeply entrenched tradition and beliefs and changed the game’s system of player selection forever.

There are valuable lessons and reminders in this story that for any leader are worth considering when it comes to making change happen.  Here are just a few of them:

Begin by defining the problem correctly

Change usually begins with a problem. While everyone involved might acknowledge its existence, it would be a mistake to assume that everyone sees it in the same way.  Here is a clip

Billy Beane saw the problem as one of disadvantage.  His scouts saw the problem, more traditionally, as one of deficiency.   If you fail to see the problem in the same way, resolving it will be that much harder.

To find a different solution, you have to employ different means and sometimes, different people

In order to better understand and resolve his problem, Billy partnered with a very unlikely individual.  Peter was an economist, newly graduated from a prestigious University, who had developed an unorthodox method of player evaluation.  It was an untested process and yet to Billy, it spoke of possibility.  Sometimes to make change happen, you’ve got to take a leap of faith.

Once you’re committed, there’s no going back

Billy’s story made me think about just how hard it is to make a major change in any organization.  At some point in the process the going is bound to get tough, often unbearably so.  In spite of it, a leader’s belief in what s/he is doing cannot waiver, especially in the face of naysayers.  Failure is always a possibility but giving up too soon, or not trying in the first place, is a kind of failure in itself.

In the face of immovable obstacles, go around

In the movie, the Oakland Athletics Team Manager was fiercely opposed to Billy’s new approach.  Billy’s suggestions for player positioning fell on deaf, and  very stubborn, ears.  The manager continued to play in his time-honoured way, honestly believing that Billy was making a terrible mistake.  No manner of persuasion would convince him otherwise.  So Billy traded the players favoured by the team manager, effectively forcing him to do something different.  Sometimes you have to rattle the cage hard.

Know when it’s your turn to take charge

The introduction of a new process and a new Assistant GM was a great boon to Billy in initiating change.  When something is working it is tempting to become reliant on it for all the answers.  However, good leaders understand that a system, process, or even the advice of others can only take you so far.  That means that on  occasion, decisions have to come from your own experience, your own talents and your own understanding of what’s going on.  It goes with the territory.

That’s what I think anyway.  What do you think?

Gwyn Teatro, HR Coach, Vancouver BC

Gwyn has long believed that the quality of leadership in an organization determines the willingness of its people to take their best selves with them when they go to work. Gwyn spent 35 years working in Human Resources in a large organization and observed/experienced many different leaders from a variety of perspectives. She has a Master of  Science degree in Management and is a certified coach. Check out her blog or follow her on Twitter.