Employees who are involved in change but not leading it often complaint that they have to change and promote change while leaders continue behaving in the old way.
From some initiatives, new leadership may be needed to ensure success. Examples of new behaviours include promoting cross functional cooperation, focusing on customer experience, digital transformation. etc.
The change initiative will achieve success if an executive sponsor is both committed and involved. The leader will help with prioritisation, protect the program from conflicting initiatives or corporate politics, guide on problem solving by removing any problems that could impede the success of the program and finally with the promotion of the change initiative, championing the benefits.
- Are leaders at al levels of the organisation involved and committed to the change?
- do leaders follow-up on issues, provide guidance and manage the process?
Support from leaders is important during change initiatives
- Ensure the executive sponsor is accessible and consistently driving the change
- Engage leaders on planing and executing
- Implement activities to maintain leaders engaged, e.g. weekly conference calls, newsletters, blogs, twitter, forums, etc.
- Address concerns and questions leaders may have about their responsibilities during and after the change
- Use key influencers to spread the message and motive the teams across the organisation – consider snowball sampling to tapping the power of hidden influencers