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 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 understand the organisation's change history? Do you have a change vision? Are you aligned with your strategic objectives? Are you a high-performing team? Does your team have the change leadership capability to successfully 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 a core competence by some leading organisations. Varying degrees of change capability, low employee adoption, a lack of sustainability, and low benefits realisation have become the drivers for developing 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: https://www.peterfgallagher.com/change-leadership-alignment
Peter consults, speaks, and writes on the Leadership of Change®.
For further information please visit our websites:
Peter F Gallagher is a Change Management Global Thought Leader, Guru, Expert, International Speaker, Author and Leadership Alignment Coach.
Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).
Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2023-2022-2021-2020) by Thinkers360.
Ranked #1 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Business Strategy (2022) by Thinkers360.
Ranked #2 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (Aug 2020) by Thinkers360.
Business Book Ranking
Change Management Behaviour - Leadership of Change® Volume 6, listed among the 50 Books from Thinkers360 Thought Leaders to read in 2022.
Change Management Adoption - Leadership of Change® Volume 5, listed among year-to-date’s (Jul 2021) most popular books on business and technology from Thinkers360 member thought leaders.
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.