Your role as a leader is to help your organisation grow. All growth comes with change!
In an uncertain and ever-changing world, it can be hard to know what to do next.
Change is such a broad term. How do you know when it’s happened?
Roles and responsibilities – who does what, when?
Goals and purpose – what are we here to do?
Feedback and tracking – does what we do matter, and people value our efforts?
Resources – what access do we have to resources and who decides what we get?
Relationships – who has a good relationship with whom and are there any underlying grievances?
Requirements – do we understand what we’re being asked to do? Who commissioned the work?
As a leader it’s often hard to ask for help. After all, leaders are meant to know what to do, right?
Turns out that great leaders are always willing to acknowledge when they need help.
Or, seek out someone with an outsider’s perspective on a problem.
Uncertainty and increased complexity in your work means it’s impossible to know all the answers.
Helping organisations cope with change is perhaps one of the most complex jobs leaders are tasked with.
That coupled with the complexity of organisations means it’s never going to be a matter of following the bouncing ball!
As a leader you want to know what employees are thinking and how whether proposed changes will stick.
You might be clear on the reasons for the change but are finding resistance and reticence to embrace what you’re proposing.
Often change doesn’t stick because there’s lack of true dialogue.
Sometimes it’s because those pesky resisters haven’t been included in the process
And there might be lack of clarity of what communication means.