It’s easy to get sucked into the leadership bubble. Only thinking about change from your perspective and pursuing your own strategic objectives. More often than not we are unconsciously in this bubble until something happens, and the bubble bursts, catching us off-guard and unprepared.
It’s important that you create a safe environment where people feel comfortable raising their hand to express concerns or to ask for help. Also, don’t assume you know what people want, are concerned about and what they know. Set up a change forum and hear what people have to say.
As a leader it’s easy to start thinking about the next change as soon as one change is launched. You will have been preparing for the change for months, discussing it and shaping it, so once it’s launched it will feel like it is in the bag. But don’t forget that as you finish with the change, others are only just beginning. Dedicate some time to visibly support and champion the change during the launch and roll out to get everyone involved and engaged.
Everyone will have different perspectives and opinions for the change, that’s inevitable. Whilst it can be valuable at the beginning to generate ideas, if the conflict lingers after a course of action has been decided then it could jeopardise your change. It’s important that you, as a leadership team, put forward a united front once a decision has been made so that the organisation can have confidence in the change.
A disconnected leadership team has the potential to derail a change initiative in various ways. To keep any change programme on track, it’s important to have a long look in the leadership mirror.
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