Change Leadership Alignment
"Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership"
The change question set all leaders should be able to answer
"Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?"
We are in the middle of the fourth industrial revolution (4IR) and change will become a constant within every organisation. This technology revolution shows no sign of slowing, and future leaders will have to be equally skilled at simultaneously leading operations and change implementation. Until recently, an organisational leader or manager could just focus on normal day-to-day operations, handing off change management and implementation responsibilities to other people.
Corporate thinking about change management has evolved in recent years and it is considered as a core competence by some leading organisations. Varying degrees of change capability, low employee adoption, lack of sustainability and low benefits realisation have become the drivers to develop corporate change capability. Change capability starts with the top leadership team, they understand previous change history and the barriers to success so they align strategically as a high performing team and then develop the skills and knowledge to successfully deliver future organisational change.
The strategic change leadership alignment process develops change leadership capability so the organisation’s leaders are aligned, as a high performing team, with change leadership skills and knowledge to successfully lead your organisation’s change, transformation or improvement to accelerate employee change adoption and deliver sustainable long-term benefits.