Powerful Change: A Leader's Influence
Effective leaders remain engaged throughout the entire change process influencing the chances of success.
When you are going through a period of change in your organisation you need buy-in from everyone to make it happen successfully. While every cog in the machine is vital, you really need your leaders to be all in. Why? Because the most powerful change comes with total commitment and a leader’s influence.
Think of it this way, if the owner, CEO or executive team of the organisation aren’t behind the change, then why should anyone else be?
That is why it is vital for your management team to lead by example. Let’s explore how they can exert their influence to lead the change.
Valid Change
Change should never be implemented just for the sake of it.
There should be a valid reason why change is necessary and critically a proposed outcome at the end of the process. To achieve this, a well-defined plan is necessary, and those initiating the change must genuinely believe in its benefits.
While change is powerful and can create true benefits for an organisation, it also has to be acknowledged that change doesn’t always come without pain. There will be ups and downs throughout the process, and maybe even some failures to overcome.
Effective leaders need to be there through the thick and thin of the change process demonstrating resilience and commitment. When the entire team sees their leaders riding the waves of change alongside them, there is a stonger chance of overall success.
So, how can you make it happen in your organisation?
Communication Is Key When It Comes To Leaders Influencing Change
It’s easy to communicate what is changing, but it is harder to communicate why it is changing. Unfortunately, ‘the why’ is the crucial part and often the element that gets missed. As Simon Sinek says, “People don’t buy what you do; they buy why you do it.” Knowing and expressing your ‘why’ is the part that will get everybody to embrace the change and work towards making it happen.
Leaders who clearly communicate why the changes need to be made and what the benefits will be, will get stronger buy-in from all parts of the organisation. But communicating the ‘what’ is also important, as that’s what will actually make the change happen! So, influential leaders need to present a clear direction both for the end result and for how you are going to achieve it.
Remember that you need to watch how you are talking about the change process in all settings. Leaders need to consistently convey their support of change not just pay lip service for a good impression. The process won’t be successful if you sound good during the big company standup, but don’t express the same passion when talking in smaller groups or fail to demonstrate genuine enthusiasm and commitment through your actions.
Be prepared to get creative when it comes to how you communicate what’s required. The smart use of visual communications or Rich Pictures can clarify and enhance your messages.
Sustained Leadership And Its Influence On The Change Process
In some organisations, the top teams are present for the first change announcement, but slowly start to withdraw from the process. Everything that happens beyond that starting point is left to someone else. These are the organisations that will experience unsuccessful change.
Effective leaders remain engaged throughout the entire change process influencing the chances of success.
As a change leader, it is important to recognise dips in motivation and address minor setbacks to maintain momentum. Learn to anticipate the pitfalls. Be prepared; think ahead, develop back-up plans and prepare possible alternative solutions. Thinking ahead potentially saves a lot of pain later.
Leaders may need to be more accessible to employees than usual to get the job done. Leaders also need to commit to adequately resourcing the change, whether through extra time for people to adapt or a financial cost such as training for new skills or job roles.
The Undeniable Influence Of Mid-level Managers
In larger organisations, mid-level managers, such as department heads and team leaders, play a crucial role in the success of change initiatives.
Mid-level managers are there to implement the ‘what’ and the ‘how’, but how they lead influences the ‘why’ too. They are the leaders who communicate with their teams on a daily basis. Because they are closer to the people on the ground, they may also be the first port of call for any questions or complaints from your workforce during the change process.
Your mid-level managers will also be invaluable to you in helping you to ensure that your messaging makes sense to people throughout the organisation. People need to know what they are going to do differently, and they need to be told it in their own words, not those of higher management.
Giving this group of leaders adequate support is essential. You may also want to select certain people from within the teams to act as change advocates – they’re likely to be listened to and respected, sometimes more than senior leadership.
Celebrate Success – A Crucial Aspect Of A Leader’s Influence
In the realm of change management, a lot of initiatives fail. It’s all too easy to get mired in the minutiae, for change fatigue to set in and to lose sight of the ultimate goal. People will look to the leaders to guide and support them. This is where the role of the leaders becomes even more critical.
Recognising the team’s efforts and celebrating the small victories along the way can make a significant difference. So, whenever there’s a breakthrough or when something starts working well, take a moment to celebrate. This act of recognition acknowledges all the hard work that has led to this point. More importantly, it prepares, energises and encourages the team to face the next steps – something you’re going to need particularly in long and complex organisational change initiatives.
Make your change stick with expert help
Whether this is the first time you have been through change in your organisation, you have new or inexperienced leaders, or you’d just like some support for a smooth transition, working with a change management specialist like JA Consulting has many benefits.
Our team can help yours build a strong platform for your change process not only at the beginning, but throughout the process and beyond to reap the ultimate benefits.
We can help your leaders communicate the planned changes effectively, connect with your workforce, and engage with meaningful feedback through surveys or focus groups. With a depth of knowledge created through years of work in a variety of sectors, we can work with organisations of all sizes.
Email: carolinegowing@jaconsulting.co.uk
LinkedIn: www.linkedin.com/in/carolinegowinggreenslade
About Caroline Gowing – Caroline is an expert sustainability and change management consultant delivering successful change across Defence, wider corporate business, and the charity sector for the past twenty years.
A highly competent strategy and change management facilitator Caroline works with an individual or group to draw out their understanding of a problem and solution and then take this forward in a way that can be easily understood, persuasively communicated and attractively presented.
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And a final thought
At JA Consulting we help drive sustainable change; to work with you to take theory and put it into practice. With the right support and guidance, change can become a seamless and straightforward process that yields long-term results.
Want to make change happen for you? Our team is waiting and ready to help.