“Leadership involvement in organisational change or transformation can be measured on a spectrum from energised and passionate involvement through to abdication”
👏 Happy Friday!
On this day, October 7, 1952, Vladimir Putin, President of Russia was born in St. Petersburg. Coincidentally, on October 6, 1961, President Kennedy urged Americans to build bomb shelters to protect them from the biological effects of radiation in the event of a nuclear argument with the Soviet Union. Kennedy also assured the public that the U.S. civil defence programme would soon begin providing protection for every American. A year later, Kennedy’s worries became reality, and the world hovered on the brink of full-scale nuclear war when the Cuban Missile Crisis erupted over the USSR’s placement of nuclear missiles in Cuba. Food for thought.
✅ John F. Kennedy told us, “There are risks and costs to action. But they are far less than the long-range risks of comfortable inaction.” How many times have we seen comfortable inaction from organisational leaders during the implementation of change, transformation, or improvement initiatives? Energised and passionate leadership of change.
👉 We see three typical standpoints from leaders during change implementation:
Effective and Proactive:
· Articulating a compelling change vision that inspire employees
· Modelling the new way of working and behaving
· Intervening respectfully to ensure sustainable change
· Delegates change leadership responsibility to a direct report
· Appears to be supporting the change programme
· Remains fully focused on normal day-to-day operations
· More loyalty to a specific group/department
· Does not share critical resources with the change team
· Lost sight of the overarching goal of organisational success
Unfortunately, only one standpoint ensures change implementation success, maximises employee adoption, provides the targeted return on investment (ROI), benefits realisation, and sustainable change. Successful change needs effective and proactive change leadership, leaders who are indifferent delegators or silo focused must be aligned or change implementation will fail.
Have a fantastic weekend with the ones you love, enjoy some fresh air, exercise, eat, drink and be happy!
Further Reading: Change Management Leadership – Leadership of Change Volume 4
See: Section 3.2 Model - Execute Phase
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 (2022-2021-2020) 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 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.