How can you use change impact assessment to identify an executive's leadership style?

1 What is change impact assessment?

Change impact assessment is a process of analyzing the scope, scale, and complexity of a change initiative and its effects on the people and the organization. It helps you identify the potential risks, benefits, opportunities, and challenges of the change, as well as the readiness and resistance of the stakeholders. A change impact assessment typically involves four steps: defining the change, mapping the stakeholders, assessing the impacts, and developing mitigation strategies.

2 How to conduct a change impact assessment?

To conduct a change impact assessment, you need to gather relevant information about the change initiative, such as the vision, goals, objectives, scope, timeline, and resources. Then, you need to identify and segment the stakeholders who are affected by or involved in the change, such as employees, customers, suppliers, partners, regulators, and competitors. Next, you need to evaluate the impacts of the change on each stakeholder group, such as their roles, responsibilities, skills, knowledge, attitudes, behaviors, and emotions. Finally, you need to develop mitigation strategies to address the negative impacts and enhance the positive impacts of the change.

3 What are the common leadership styles?

Leadership style is the way a leader influences, motivates, and communicates with others. The situational leadership model is one of the most widely used models to describe different leadership styles, which include directing, coaching, supporting, and delegating. Each style has its own advantages and disadvantages, and is suitable for different situations and followers. Directing is a style characterized by high task orientation and low relationship orientation; the leader provides clear instructions, expectations, and feedback to the followers, and closely monitors their performance. Coaching is a style characterized by high task orientation and high relationship orientation; the leader provides guidance, direction, and support to the followers, and encourages them to develop their skills and confidence. Supporting is a style characterized by low task orientation and high relationship orientation; the leader provides emotional support, recognition, and encouragement to the followers, and facilitates their participation and collaboration. Delegating is a style characterized by low task orientation and low relationship orientation; the leader delegates authority, responsibility, and decision-making to the followers, and trusts them to perform well.

4 How to adapt your coaching to each leadership style?

As an executive coach, you need to understand the leadership style of your client and adapt your coaching approach accordingly. For example, if your client has a directing style, you should challenge them to be more flexible, collaborative, and empathetic. Help them explore different perspectives and options, and invite them to solicit feedback from others. You can also help them develop their emotional intelligence and interpersonal skills. If the client has a coaching style, support them to be more strategic, innovative, and visionary. Clarify their goals, values, and purpose with the change vision. Identify their strengths, weaknesses, and blind spots for a personal development plan. For a supporting style, empower your client to be more assertive, decisive, and accountable. Set clear boundaries and expectations while developing their self-confidence and self-leadership. Finally, if the client has a delegating style, inspire them to be more engaged and involved. Create a shared vision with mission and culture while building trust with followers.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?