Leadership Series

Leading an Organization to Change - Part I

Being successful in business is all about improving performance. Making a difference. So, by definition, that implies change. And adaptability.

How do you get an organization to do that? To make changes that are positive and permanent?

Leadership is a key ingredient in change. And bringing about change is an important part of improving your leadership development activities. Now, more than ever, having the right leader capable of leading your organization through change is critical. In fact, it is mandatory if you expect to grow and prosper. You need a leader who can:

1) Gain a frank assessment of where you are now.

2) Create a clear vision of what the future looks like.

3) Communicate that vision in a clear and concise manner.

4) Get the commitment of key members of the organization.

5) Develop a plan to bring about the desired change.

6) Support and reinforce those who accomplish change.

Embracing change, planning and managing change. This becomes the most important element of an organizational leader. Certainly now ... and in the future.

Okay, if this is so, what do leaders do in the context of change?

[1] First, change requires the leader, and thus the organization, to be capable of frank assessments of where you are now.

The popular SWOT Analysis is a good starting point to assess the current situation. When you take the time to thoroughly dissect and discuss your organization's Strengths, Weaknesses, Opportunities and Threats you'll have a solid foundation for planning the future.

What are your core competencies and how do they compare to the industry and the competition? What makes your organization stand out? What do your customers really buy?

In addition to analyzing your organization's position in the universe, you need to get a firm perspective on the competencies of your people. There is little hope of affecting positive change unless you know where you are. From what point are you starting? What is right and what needs improvement? From assessment centers to online surveys, there are many assessment tools to make this an easy and efficient process.

[2] Second, the leader must "see" what the future looks like in terms of current environment.

Probably the single most important, and certainly the initial step, for any change process, is to identify the future state. And decide your part in it. Essentially, what should your organization look like, what should it be doing, how should it be operating in the future?

This is where the role of the leader becomes acute; in creating vision and showing the way to get there. The picture of the organization in the future. The immediate future ... and the long range future.

[3] Third, the vision of the future must be communicated to those who will help make it happen.

A key element in leading change is defining the vision in a clear, concise and complete way. So the followers, those in the organization who must work together to make it happen, have an understanding of what it means, what it looks like, what it feels like.

The vision needs to be so strong it becomes something the organization needs to do. And everyone involved sees and feels it that way. Just as the leader envisioned. Giving them an opportunity to direct their energies towards achieving this new future.

A successful leader in any organization cannot just sit back and let changes happen. A true leader recognizes when and where changes need to be made and becomes the driving force behind them.

Next month we will further explore how to lead a changing organization and the need for the leadership to:

4) Get the commitment of key members of the organization.

5) Develop a plan to bring about the desired change.

6) Support and reinforce those who accomplish change.

For more information about Leadership Development click here or email Info@questcorp.com.