Your success is not depended on your IQ!

To lead successful organizational transformations, you must possess a high level of emotional intelligence and empathy. You must understand that transformations are not just about achieving objectives and hitting headless KPIs, but also about managing the emotional journey of the transformation process. This requires you to be attuned to the emotional state of your employees and to have the skills to mitigate emotional harm and drive emotional commitment.

For example, a successful transformation led by a large technology company focused on creating a compelling vision that emphasized the company's purpose and values. The vision was communicated clearly and consistently to employees, creating a sense of shared purpose and meaning. The company also established psychological safety by encouraging employees to share their thoughts and ideas openly and without fear of reprisal. This led to a culture of innovation and collaboration that helped drive the transformation forward.

The company also prioritized employee well-being by providing support such as listening sessions and coaching to help employees manage the stress and pressure of the transformation. This created a sense of support and care that helped employees remain engaged and committed throughout the transformation process.

Finally, this company fostered a culture of empathy by encouraging leaders to listen to the voices of their employees and to understand their perspectives and concerns. This helped to build trust and mutual respect, which in turn facilitated collaboration and innovation.

By prioritizing emotional intelligence and empathy in their transformation plans, this company was able to achieve better outcomes and create a positive work environment for their employees. All this to say that Senior leaders embarking on organizational transformations can learn from this example by creating a compelling vision, establishing psychological safety, supporting employee well-being, and fostering a culture of empathy throughout their organization.

Let's say a large retail company, a cooperative supermarket as an example, has been facing declining sales, growing deficit, decreasing brand value and increasing competition from e.g. a online supermarket, and other supermarkets. The CEO recognizes that the current status quo is unsustainable and decides to embark on a transformation to revitalize the company.

The recommendation from here would be:

Step 1: Address the unsustainable status quo, the CEO starts by acknowledging the challenges the company is facing and accepts that change is necessary. He has honest and transparent conversations with the leadership team and the employees about the current state of the business and the need for transformation.

Step 2: Detach from the status quo, the CEO encourages the leadership team and the employees to adopt a growth mindset and embrace the unknown. He invites them to challenge their assumptions and biases and be open to learning new things. He also encourages them to take calculated risks and experiment with new ideas.

Step 3: Develop a purposeful vision, the CEO works with the leadership team and the employees to develop a clear and compelling vision for the future of the company. They identify new growth opportunities, develop a new customer experience strategy, and set ambitious goals for the next three years.

Step 4: Lead emotional transformation, the CEO recognizes that transformation can be unsettling for employees and encourages them to share their fears and concerns openly. He creates a safe and supportive environment where employees feel heard and valued. He also invests in employee development and provides them with the training and resources they need to succeed in the new business environment.

Step 5: Include both the rational and emotional, the CEO recognizes the importance of both the rational and emotional aspects of the transformation. He creates a project plan that includes measurable goals and milestones, but also incorporates listening exercises and workshops to facilitate emotional awareness and expression.

Step 6: Align KPIs, OKRs, funding, resources, and people, the CEO aligns key performance indicators (KPIs) and objectives and key results (OKRs) with the new vision and strategy. He reallocates funding and resources to support the transformation and ensures that the right people are in the right roles to drive the change.

Step 7: Monitor progress and adapt as necessary, the CEO monitors progress regularly and adjusts the plan as necessary based on feedback from the leadership team and the employees. He celebrates successes along the way and recognizes the hard work and dedication of the team.

If the CEO can manage this, and follow these steps, the CEO of this cooperative supermarket is able to successfully transform the business and position it for growth and long-term success.

#Leadership is not just about strength and intelligence, but it's also about being vulnerable and open to showing your emotional side. As a senior leader, you have the power to influence and inspire those around you by showing your true self. I encourage you to lead with authenticity and show your emotional strengths, as it will not only help you build better connections with your team, but also create a positive work culture where everyone feels valued and supported.

It's all about #leadership, #engagement# and #EQ