Leader Led Change

What else is there you may ask?

Anyone that has been through a less than ideal workplace change knows what happens if leaders are invisible or not really involved throughout the duration. You may see staff confusion, staff disengagement, resistance, an increase in negative conversations resonating throughout the office or in online conversations and there might even be an increase in staff complaints. And this is only during the initial phases of trying to build engagement and awareness of the change. Overall, it generally takes more time for a successful adoption of the change and in some instances adoption of your change is non-existent or even delayed.

But is it all up to leaders? As a leader you aren’t enrolled in a course that tells you exactly how to lead, sure there are courses and training that support skills and learning how to manage and most leaders have probably attended training that includes an element of ‘leading in times of change’ but the fact is that being able to lead successful change looks different for everyone.

Each leader will bring to the table their own unique style that portrays their personality, their knowledge and how they interact with people, some of this is intrinsic, and some can be learnt but part of being a modern and supportive leader is reflecting on your own style and looking for ways to grow your skills in leading change.

Our orasome top tips in times of leading through change:

·??????? Reflect. Identify how you feel about the change- take a moment to recognise your own feelings and thoughts. This is extremely important where the change may be complex, or the change may impact people in different ways. Checking in with yourself can help identify how you may need to adapt your leader led approach.

·??????? Observe. Observations can tell us a lot about what is happening in the landscape of the office with our staff. Observe body language and what people are not saying. This can provide organisational insights.

·??????? Honesty. It is important to communicate in a way that provides staff information, even when you don’t have all the answers. Most of the time your staff will appreciate you sharing what you know even if not all the details are clear. This helps build trust and starts the conversation.

·??????? Collaborate. Work with other leaders to help build support for your change. Leading change is easier when you also have support around you. ?

·??????? Seek Advice. Get comfortable seeking advice. Who might you need to help support and manage the change effectively? Are there any unknowns or risks? Do you have all the support mechanisms in place to effectively support staff through the change? Seek out experts in the field of managing change.