Due to the pace at which business environment has kept changing in this century, most organizations have remained under immense pressure over how to respond to these fast occurring changes. Technological changes have occurred at a very fast rate and for most businesses IT has become integral to competitiveness and productivity. However, just adopting new technologies to improve productivity is not sufficient.
After all, employees look to their leaders for a lot—clarity, connection, and accountability—particularly in the midst of change. A September Forbes article revealed some surprising insights about change management and leadership. A third of those understood the reasons for organizational change, but that important message never fully trickled down to middle managers or front line supervisors.
So what does this tell us about the role of leadership in change management? Having and practicing a change management mentality are two different things.
Lots of leaders want change, but only a select few actually help make it happen. Adopting the Change Management Mentality The reasons for not adopting the right mindset vary, and most are understandable. Some leaders allocate time and resources from the perspective of revenue—versus change initiatives.
Others have difficulty gaining support in a consensus-driven culture. Some might even want to avoid the career risk a failure might incur.
Many leaders learn through trial and error how to lead effectively during change.
Unfortunately, their learning curve can be at the expense of the organization. AlignOrg Solutions worked with a sales executive who had already made several significant changes within his organization prior to engaging us.
As we diagnosed and learned about the situation, it was clear that what he thought he was doing effectively and what was being received by his team members were two different things. As a result, people questioned the change—and ultimately his leadership.
The above scenario underscores the importance of adopting a change management mentality and the necessary skills to communicate and execute it properly. Those that fail to do so will have a difficult time enacting profound and lasting change.
Manage the Change or It Will Manage You Anytime leaders fall short on fulfilling expectations, their teams become disillusioned, confused and unmotivated.
Leaders must manage the change or it will manage them. When leaders fulfill the change management rolechanges are made efficiently and sustainably, and the expectations of their staff, partners, stakeholders and clients are met. AlignOrg Solutions has developed specific strategies to help leaders step into the change management role.
To highlight a few of the principles that leaders should embrace when leading through change, consider the following: Clarify the vision and communicate it effectively.
The role of leadership in change management requires that you help people buy into your vision for the organization. Your message needs to be clear and consistent.
That means making the most of social media. Stay connected with your employees. Your employees look to you to be direct and transparent. They also want you to be approachable. Be accountable and transparent. Being accountable fosters a desire and commitment to fix problems to yield the best results.
To be truly accountable means you are willing to let others see behind the curtain to candidly assess how things are going. As you do this, your team will embrace a similar, no-blame openness to performance.
Accountable leaders look at all aspects of the organization—culture, processes, management, and employees—to ensure all are functioning optimally.
If they are not, a good change management leader must be willing to admit the gaps or misalignments and take actions to address shortcomings. Remember, perceptions of leaders are often shaped during times of transition and change.
The principles outlined above help leaders conquer the change management challenge. Such questions, undermine employee commitment to the change initiatives and their allegiance to you and possibly the company.
Additionally, these leadership questions may ripple out to your customers, partners and stakeholders. You have to take full responsibility, understand the mindset of your team, enlist their support and hold them accountable.
The role of leadership in change management requires care, communication and commitment. As the leader, you are the bridge between your organization and the envisioned change.The role of leadership in change management requires that you help people buy into your vision for the organization.
This type of communication needs to occur consistently, no matter if it’s the mundane, day-to-day issues or more serious change programs.
Your message needs to be clear and consistent. 5 Roles of Great Change Leaders. Become a Great Change Leader. We have found that each role of leadership has its unique challenge. For example, the FOCUS role requires a leader to get everyone on the same page and pull in the same direction.
And the ALIGN role requires leaders to ensure that all of the processes, structure, and . Jun 04, · In this article, I want to take it a step further and look at the role leadership development should play in organizational change. This topic arose quickly during a major transformation a company.
Successful organizational change depends on leaders – managers and bosses who have direct authority with people going through the change – to support and execute change in their span of influence. Effective leaders acknowledge that their support is crucial to success and commit to doing their.
Our goal was to characterize “change-capable leadership,” define the key leadership competencies necessary for change, and better understand leadership behaviors that . Jun 04, · In this article, I want to take it a step further and look at the role leadership development should play in organizational change.
This topic arose quickly during a major transformation a company.