Updated: Sep 12
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 3. Strategic Alignment:
The leadership team should be aligned with the organisation's strategic priorities and their vision for change should be prepared. Strategic alignment is a fundamental business concept that can help to determine the competitiveness of an organisation while delivering normal day-to-day operations. This becomes more critical while delivering strategic change, for two main reasons. First, the organisation will now have to share critical resources to deliver both normal day-to-day operations and change. Second, if these resources are not coordinated, the change is unlikely to be effectively implemented and will not achieve employee adoption or sustainable change that provides a return on investment. If this happens, this change is unlikely to provide the anticipated revenue when it becomes normal day-to-day operations. Without change leadership alignment, the organisation risks future growth and profitability.
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)
2. 1:1 Interviews
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 (Apr 2021) by Thinkers360.
Ranked #2 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (Dec 2020) by Thinkers360.
Ranked #2 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (Aug 2020) by Thinkers360.
Business Book Ranking
Change Management Handbook - Leadership of Change® Volume 3, listed among the 50 Business and Technology Books from Thinkers360 Thought Leaders to read in 2021.
Change Management Pocket Guide - Leadership of Change® Volume 2, ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.