Study after study states that a change leader has a critical role in determining the success of change programs undertaken by organizations, among the different expectations from leaders in supporting change, they have found there are four elements that change leaders have to deliver to their people for change to be successful:
The element of confidence: Change is not only inevitable, for businesses, it’s mandatory. because if organizations fail to improve continuously, they ultimately encounter serious performance gaps relative to more adaptive competitors, and to stay competitive it needs confidence, a confident leader, who is confident in their vision, strategy, and it in this self-assurance it gives those they lead the confidence to implement the change, without confidence, people would not only doubt their leader but they would doubt themselves.
The element of clarity: To be a successful change leader, you need to tell your people the reason behind the change, which means outlining the details and scope and timelines. Because people will first want to know how change will impact them. therefore, the best leaders go great lengths to explain the rationale behind change in the manner that can be understood by those they lead.
The element of communication: Communication is key when you want to implement change. You cannot over-communicate when you are asking your people or organization to change. Every successful leader who has led a successful change management effort expresses the need for over-communicating during a change experience. Change initiatives often fail due to lack of good communication. Communication is paramount when it comes to change management.
The element of consistency: when it comes to being successful in change management a leader must be extremely vigilant with those they lead, and reassure their people that during the transition times there will be alignment between what they hear and what they witness. this is where the element of consistency is the professed and enacted behavior by the leaders in the context of change. To what extent, leaders are seen as binding their own behaviors to the new norms visibly surrendering some of the hereto decision making flexibility.
Change has a bad reputation in our society. But change isn’t all bad – not by any means. In fact, change is necessary to keep us moving, to keep us growing, and to keep us developing.
Lead from within: Change is never easy for anyone, but if you have confidence, clarity communication and consistency it can help leaders be successful within their initiatives and those they lead.
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The Leadership Gap: What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
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Of Lolly’s many awards and accolades, Lolly was designated a Top-50 Leadership and Management Expert by Inc. magazine. Huffington Post honored Lolly with the title of The Most Inspiring Woman in the World. Her writing has appeared in HBR, Inc.com, Fast Company (Ask The Expert), Huffington Post, and Psychology Today, and others. Her newest book, The Leadership Gap: What Gets Between You and Your Greatness has become a national bestseller.
JOHN LUNDU KAHI
07. Nov, 2019
A good article Lolly, on change initiatives but it appears to me as incomplete in some way.
Say after you have exhibited confidence, clarified your vision, communicated your “how and when” and followed up by consistently, “walking the talk”. Would that be enough? Maybe …. or maybe not.
I may, perhaps, be wrong, but I would think you would need your followers “buy-in” and “commitment” for the change initiative to succeed.
I would consider adding on your 4-C’s two more. Get your followers “collaboration” amd the team’s “commitment” to secure a successful change initiative.
Or what would you advice Lolly?