Your executive team announced a change in business directions and reorganization. The changes have a major impact on your area. You scroll through your memory bank.
It seems as if the past twenty years has been one change initiative after another. You have been through every variation: a merger, new leadership team, or led a downsizing and centralization project. You were the driving force behind an organizational efficiency project that involved significant savings for the company and increased employee engagement.
Managing change is always tough. However, it’s becoming tougher and more complex because of:
- Increased number of external stakeholders
- More ‘assets’ at stake – reputation, brand, talent, partnerships, key relationships
- Less time and fewer resources
- Greater consequences to comments by leaders or employees
- Acute responsiveness required since news travels faster – negative or positive
- Power shift from ‘buyer beware’ to ‘seller beware’
- Unanticipated competitors entering with new business and engagement models
- Diverse technology that disrupts or necessitates a learning curve
- Rapidly changing forces that upset the company culture – struggling to adapt
Here’s my take on the then and now – in ten years it has gone from a snapshot to a movie. In 2005, it was a snapshot, get it done, execute and measure the hard factors. In 2015, it’s now a movie complete with soundtrack and streaming capabilities. Get it done without damaging the brand, reputation or relationships. The difference between a snapshot and a movie is significant – no wonder it’s more complex!
It is a given: today’s relentless pace of change will only increase. That means you will not have the time, energy or capacity to deal with all the issues. Plus the higher expectations will challenge you to stretch many of your leadership competencies beyond a point you thought possible.
How could you take your change management skills to higher levels?
Read a book: There are nearly 20,000 change management books out there.
Solicit advice: Learn from other people’s experiences in person or online.
Leadership transition coaching: Customized help for your needs and challenges.
To implement bold change plans with greater success, you need game changers that fit your circumstances.
In the next few posts, I will share some that have equipped clients to:
- discern between perception and reality
- push boundaries – for themselves and others
- push themselves to manage risks
- prevent creating unnecessary fears
- handle and prevent setbacks
- find hidden resources
- increase ability to tolerate differences in ways that bring others along
- apply perception management to become a skillful influencer
Leadership development for key players will benefit the business, the leader and enhances working relationships. There are unique aspects to every change management plan, and it’s important to identify the hotspots and what needs to be managed or leveraged.