Leading change: disconnected and derailed

Leading change: disconnected and derailed
Promoted by Leading change: disconnected and derailed

We all watch out for the common derailers of change when we are leading it, like poor communication and lack of involvement, but what aren’t you watching out for?

Our article draws your attention to the leadership team itself, specifically the disconnection between the leadership team and the wider organisation and the detrimental impact it’s having on your change. We delve into the three common types of disconnection:


  1. People’s real concerns

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.

  1. The current change

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.

  1. Each other

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.

Click on the button below to view the white paper, ‘Leading change: Disconnected and derailed'

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