Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership. 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.
Step 2. 1:1 Interviews
1:1 interviews are performed with each member of the leadership team to establish the gaps within the organisation and the barriers to implementing strategic change successfully. These interviews are best completed face-to-face with the the client organisation's leaders and one of our senior executive coaches. This senior executive will be cognisant that on some occasions the leaders will not feel comfortable with this type of experience. For this reason, meetings will be scheduled in advance with an outlined agenda, objectives and expected outcomes. The interview is held within a neutral and relaxed location, and the scheduled time slot should allow for a rich and relaxed conversation. A rushed and short appointment is usually rejected as it tends to be counterproductive to the interview process. The interview will be carried out as a comfortable conversation, it should be positioned as a rich and open dialogue to discuss current issues within the organisation that will negatively impact change implementation.
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?"
"Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership"
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.
"If more employees were better leaders of change, the organisational benefits would be endless"
Other Change Leadership Alignment Steps:
1. Change History Assessment (CHA)
3. Strategic Alignment Workshop
4. Develop High Performing Teams
5. Develop Leadership of Change® Capability
More on Change Leadership Alignment: https://www.peterfgallagher.com/change-leadership-alignment
Peter F Gallagher is a Change Management Global Thought Leader, Expert, International Speaker, Author and Leadership Alignment Coach.
Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (May 2020) by Thinkers360.
Business Book Ranking: Change Management Pocket Guide - Leadership of Change® Volume 2, ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.