You're leading a long-term change initiative. How do you keep senior leadership engaged?
Navigating a long-term change initiative means keeping senior leadership actively involved and committed. Here's how you can maintain their engagement:
What strategies have you found effective for keeping leadership engaged?
You're leading a long-term change initiative. How do you keep senior leadership engaged?
Navigating a long-term change initiative means keeping senior leadership actively involved and committed. Here's how you can maintain their engagement:
What strategies have you found effective for keeping leadership engaged?
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Keeping senior leadership engaged in a long-term change initiative is like keeping toddlers entertained on a long car ride—constant updates, shiny distractions, and the occasional snack. Start with regular progress reports that scream “We’re amazing!” while subtly reminding them their support is critical. Sprinkle in some big-picture wins to keep their egos happy, and always frame your asks as “strategic opportunities.” Remember: the moment they’re bored, they’re gone—so keep it interesting, or prepare to sing "Are we there yet?" for months.
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To keep senior leadership engaged during a long-term change initiative, ensure they see measurable progress and tie updates to the broader organizational vision. Use regular check-ins to highlight wins, address challenges transparently, and seek their input on strategic pivots. Involve them in celebrating milestones, fostering their ownership of the process, and showing their influence in action. "Leadership thrives when vision aligns with progress, and each step forward feels like a shared triumph." Wishing you a focused and fulfilling Monday ahead, filled with collaboration and meaningful progress! Chris Clevenger
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To keep senior leadership engaged in a long-term change initiative, it is essential to align the initiative with the organization’s overall goals, ensuring it addresses their priorities. Regular updates with measurable progress and key milestones keep them informed, while involving them in critical decision-making fosters a sense of ownership. Demonstrating early wins and the potential long-term benefits helps maintain enthusiasm. Respecting their time by providing concise, impactful communication, alongside recognizing their ongoing support and contributions, ensures sustained leadership engagement throughout the process.
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Gokul Rajan, M.Sc (CIS), MMBA, CPM,
Executive Advisor: Technology and Business Management Consultant
There are three threads of movement here: One, the Fixed Org Goals / Missions that are enshrined in the fixed timeline. Secondly, Sr. Leaders do need constant support/reminders on their change accountability/activity. Third, I'd have to plan, effect, measure, and report on the change strategy variables aligned to the corporate/functional activity timelines. In essence, focus on the quarterly loops with program, project, and operational events to create, drive, and disseminate change deliverables. Capturing this bottom-up progress and measuring top-down goals would keep leadership engaged and collectively prepare us for any eventuality.
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I love governance checkpoints throughout the initiatives - the more frequent - the better. Monthly at a minimum. It gives key leaders a chance to see critical areas of the initiative and keeps them in the know. Also, senior executives love something tangible to see. A simple dashboard highlighting major milestones, risks, what is next, etc. along with recap of notes are key to ensure conversation is on point, documented, and transparent.