Leadership is the X factor that heightens an organization, especially in times of unprecedented downfalls. Leadership is the attitude and traits of the individual that make him a leader, a virtue that reflects effortlessly against all odds in the best and worst of times, especially in changes.
Change management is a common term among business leaders. A successful change management transitions require efficient, effective execution and disrupting leadership methods.
What is Change Management?
Change leadership helps organizations during transitional periods by using the power of vision translating. Too often, leaders miss opportunities to play specific roles throughout the change process. Understanding where you stand as a change leader, depending on the initiative and circumstances, is critical.
Managing leadership transitions
Managing change to achieve short-term wins or enact large-scale transformation only takes you so far. Change management can leave leaders at every organizational level with feelings of uneasiness, which rarely results in success.
An effective leadership and change management team understands the importance of their role. It is a blend of the 3 C’s – Care, Commitment, and Communication, that helps bridge the gap between the organization and the envisioned change.
It is also more like preaching what you teach. It is the leader who is supposed to be the contributor, quite large in the process of adjustments and alignment in the face of organizational changes. That is why he is so integral.
Some beautifully manage to navigate through the pitfalls to succeed in their desired missions, while some face undesirable or seldom irreparable consequences.
Role of Leadership skills in Change Management
Having said that, it brings us to the role of leadership skills in managing such changes and facilitating the acceptance of it in the face of resistance: Strategic change does not happen on its own. Managing change as a leader requires you guide the process from start to finish. Here are the 3 key competencies that are part of how to lead change in terms of change processes.
Communicate
Unsuccessful change leaders tend to focus on the “what” behind the change. Successful ones communicated both the “what” and the “why.” Change leaders who explained the purpose of the change, and connected it to the organization’s values or explained the benefits, created stronger buy-in and urgency for the change.
Collaborate
Successful change management executives collaborate across boundaries, encouraged employees to break out of their silos, and refused to tolerate unhealthy competition. They also included employees in decision-making from beginning, strengthening commitment to change.
Commit
Successful change leaders made sure their own beliefs and behaviors support the change, too. Change is difficult, but success comes to those leadership who are resilient and persistent, and willing to step outside their comfort zone. They also devoted more of their own time to the change effort and focused on the big picture.
Sociological
Attributed to political coalitions, parochial outlook, vested interests, and opposing group values. It is the onus of the leader to maneuver the organization through this resistance towards an affirmative outlook and by building trust in what is to follow. He is the one who can help overcome unproductive resistance to change by keeping the following pointers in mind:
Listening
Listening first, taking second. Most often, leaders are mistaken for being extremely authoritative and self-centric. The role is leader must be transparent, clear-headed, and straightforward but also be approachable. That is why leadership skills are integral.
Enthusiasm
Making it appear more employee-centric. Such leaders keep in mind all aspects of culture, processes, and employees to get the most optimal results. The leader understands the value of their employees’ interests and tries to address any shortcomings there may be to bridge the gaps between the senior management and the employees.
Being accountable
Let numbers and data do the talking for you. At the same time, the leader’s accountability nurtures a sense of commitment in the employees’ minds as well. When they feel a better connection with leadership and management, in terms of candidness, without blame-gaming, the employees embrace changes so much better.
In the event of a leader failing to meet expectations, it may result in the team becoming disillusioned, demotivated, and confused. This would only add to the chaos. The outcome, as expected, is that the business suffers amidst other downfalls. So, no wonder the bullet is to be borne by the leader. Some leaders may struggle in aspects of time or people management, or in terms of handling complexities too. On the contrary, some may overcome these, others might find reinforcement of risk handling.
Hence, we can certainly say given their position of responsibility and vulnerability, they must have what it takes to practice change management models with the right mentality, or else the change would manage them instead of the other way around. Change leadership also requires resilience. Resilience helps people handle change’s inherent pressure, uncertainty, and setbacks. Leaders need to build their own reserves in support of their mental and physical health, and can guide others to face change in healthy and sustainable ways.
