Throughout my life there has been one constant factor in my business and sports career and that factor has been change. When I first entered professional football it was quite an adjustment. I had to change my routines and communicate to my new team, especially the snapper and holder, the critical value they bring to the process of kicking a successful field goal, and ultimately winning the game.

In any organization one person cannot make a change without giving the team and individuals ownership with value. Based on my experience, I recommend this playbook for executives to attack the change challenge.


1. Understand the Strategy.

Change sometimes can paralyze an individual’s thoughts, their internal motivation, and overall productivity for their organization. For many organizations change is defined by technology advancements, the economy, and new processes which are essential to evolving as an organization. Embracing change is not just a good thing, it is a vital thing and it is a necessity to surviving in today’s business world.


2. Communicate the Value.

Learning why and how to change is critical to winning at any organizational transformation. Once change is identified and required, the leaders must present the methodology or game plan that will be implemented, and the leaders then must become fully engaged with their team… leading them to participate. The leaders must translate the value of the change up front in order for the team to understand the “value of the pain” of their change. Without understanding the value of a change, that change can be very painful to an individual.


3. Gain Input and Buy-In.

Continually improving the operational part of an organization is a constant challenge. When the leaders coach their team to establish a general schedule, one that is designed by the team itself, they will be open to embracing the change they have helped to create. Giving everyone some input on how change is implemented is an excellent way to reduce the stress change creates.


4. Keep Score.

Is it working? How does the team know if the change is creating value? Leadership must provide a measurement or scoring system that is easy to understand and doable. Setting unrealistic goals is the quickest way to devalue your methodology. Provide a scoring system that paints a clear picture of successes and failures to the team. Measurements will provide best practices for success and unsuspected failures of the implemented changes. Both outcomes from the change create value for the organization.


5. Share the Victories.

Leading the team to change, without chaos setting in, is achieved by allowing the team to share a sense of control in what is happening. Communication is the most important part of implementing change in an organization. The systematic implementation of a methodology to change an organization is a challenge that must be shared by the whole team. The process to engage the entire team has to be carefully planned and creatively designed by the team to create wins for the individuals and the organization. This makes it easier for the team to work together more efficiently and effectively.

(Source: Kevin Butler, NFL Super Bowl Champion and UGA Football Hall of Famer | Article Originally Posted Here)


About Kevin:

Kevin Butler is an entrepreneur, business owner, college football legend, and professional football Super Bowl champion. A recent graduate of the Terry College of Business, Kevin is working with Terry Executive Programs to inspire business leadership groups, and is available to motivate and coach you and your team to achieve excellence during a Terry custom executive development program.

Learn more about Kevin’s inspiring journey in Kicking It Old School on the Terry website and at