Change Leadership Alignment Process Step 4: Develop a High Performing Team

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 4. Develop a High Performing Team:

A high-performing, well-integrated team is a key requirement for implementing organisational change. Unfortunately not all teams are high performing, however they usually don't realise it and spend little on the concept. Developing a high-performing team entails some effort, an assessment of the team and individuals are required to identify the gaps and then improvements need to be implemented to close the gaps. High performing teams tend to be more productive and more committed and as a result they are better positioned to lead change. There are five areas that are key to productive team dynamics: Trust, Conflict, Commitment, Accountability and Results.

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

3. Strategic Alignment

5. Develop Leadership of Change® Capability

More on 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.

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