{"id":1075,"date":"2019-05-08T09:36:40","date_gmt":"2019-05-08T08:36:40","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=1075"},"modified":"2019-05-08T09:36:40","modified_gmt":"2019-05-08T08:36:40","slug":"leadership-the-key-to-change","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/leadership-the-key-to-change","title":{"rendered":"Leadership, The Key To Change"},"content":{"rendered":"

After 15 years of helping companies lea<\/span>d people through change you\u2019ll be<\/span>\u00a0unsurprised to know that\u00a0<\/span>we<\/span>\u00a0ha<\/span>ve<\/span>\u00a0created an approach\u00a0<\/span>to help<\/span>\u00a0organisation<\/span>s\u00a0<\/span>engage and lead people through a change<\/span>, so that the business benefits are\u00a0<\/span>achieved<\/span>.\u00a0<\/span>Today I want to focus on one\u00a0<\/span>action<\/span>\u00a0that\u00a0<\/span>we insist\u00a0<\/span>on\u00a0<\/span>implementing\u00a0<\/span>when meeting with potential clients\u00a0<\/span>who\u00a0<\/span>ask us to\u00a0<\/span>help them<\/span>\u00a0take people through change<\/span>. It<\/span>\u2019s low tech and not revolutionary, but I guarantee that\u00a0<\/span>if you put it into practice<\/span>\u00a0you will be 100% more likely to\u00a0<\/span>achieve<\/span>\u00a0what<\/span>\u00a0you set out to.\u00a0<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span>Are you ready?\u00a0<\/span>Put simply, you\u00a0<\/span>must<\/span>\u00a0<\/span>fully prepare\u00a0<\/span>line managers<\/span>\u00a0to lead and own the change\u00a0<\/span>before<\/span>\u00a0(at worst as you begin)<\/span>\u00a0you start the cha<\/span>nge process. I know it seems unorthodox to delay the start of a\u00a0<\/span>change<\/span>,<\/span>\u00a0but if you don\u2019t have your l<\/span>ine managers, the people who are\u00a0<\/span>going<\/span>\u00a0to deal with those<\/span>\u00a0going through and implementing<\/span>\u00a0the\u00a0<\/span>change, signed<\/span>\u00a0up and supportive it will at best\u00a0<\/span>slow you down a<\/span>nd a<\/span>t worst stop the change ever happening. If you don\u2019t believe me\u00a0<\/span>I can personally share<\/span>\u00a0the stories\u00a0<\/span>of failed\u00a0<\/span>business\u00a0<\/span>change<\/span>s<\/span>\u00a0<\/span>I\u2019ve heard and witnessed over the last 10 years at a leading insurance company, a telecoms company and a retail company.<\/span>\u00a0<\/span>\u00a0<\/span>In\u00a0<\/span>each case a lack<\/span>\u00a0of line manager\u00a0<\/span>preparedness<\/span>\u00a0le<\/span>d to the change failing. In each case\u00a0<\/span>Executives\u00a0<\/span>blamed<\/span>\u00a0the<\/span>\u00a0managers<\/span>\u00a0for lack of engagement<\/span>\u00a0when in\u00a0<\/span>reality<\/span>\u00a0it was<\/span>\u00a0their fault. The\u00a0<\/span>Executives had<\/span>n\u2019t spent the time, effort and resources to develop<\/span>\u00a0the skills and goodwill of the managers to ensur<\/span>e<\/span>\u00a0the<\/span>y\u00a0<\/span>were ready to lead and implement the change.<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span>Managers are humans too and often\u00a0<\/span>must overcome their own<\/span>\u00a0misgivings and inertia for changes.\u00a0<\/span>We don\u2019t\u00a0<\/span>necessarily<\/span>\u00a0want things to change, especially\u00a0<\/span>when we are comfortable w<\/span>ith our way of doing things and\u00a0<\/span>are threatened with having to learn a whole new approach.<\/span>\u00a0 This resistance to change is the first barrier to managers helping people through chan<\/span>ges and must be overcome before they will be receptive to the skills and techniques needed to help others. That\u2019s why we apply a\u00a0<\/span>three-stage<\/span>\u00a0approach to equipping line managers to lead through change.<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span>First, Managers must have the right \u201cmindset.\u201d<\/span>\u00a0\u2013 they need to be able to understand their own response to change and learn to manage it.\u00a0<\/span>\u00a0<\/span>Second,<\/span>\u00a0they\u00a0<\/span>must have the right \u201cskillset\u201d \u2013 and be able to deal with people in an effective way.\u00a0<\/span>Third, they n<\/span>eed the right \u201ctoolset<\/span>\u201d\u00a0<\/span>\u00a0– and know how to use it.<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span>T<\/span>o help them have the right mind<\/span>s<\/span>e<\/span>t and give them the right skillset\u00a0<\/span>our<\/span>\u00a0coaches<\/span>\u00a0help<\/span>\u00a0line managers to become effective\u00a0<\/span>visionary and coaching<\/span><\/b>\u00a0leaders.\u00a0<\/span>This may sound a little mystical but it is quite practical. It\u2019s about mobilising<\/span>\u00a0people toward a vision in times of change by stating the overall\u00a0<\/span>goa<\/span>l,\u00a0<\/span>providing clear direction and leading by example. When man<\/span>a<\/span>gers do\u00a0<\/span>this,<\/span>\u00a0they help people feel more motivated by making clear how their\u00a0<\/span>work fits into a larger vision<\/span>\u00a0for the organisation.\u00a0<\/span>Effective coaching managers listen to their people, build<\/span>\u00a0st<\/span>rong rapport and trust and help<\/span>\u00a0employees work out\u00a0<\/span>solutions<\/span>\u00a0for themselves. This is about encouraging growth and learning through change.\u00a0\u00a0<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span>Taking some time to put this into place before beginning the change will mean the most important people through change will be ready, willing and able to lead their teams better.\u00a0<\/span>This is important because as we often hear, most change initiatives fail to yield the expected benefits and often this is down to failure of leadership \u2013 at every level.<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span>To conclude, below are<\/span>\u00a0the key attributes we help managers to develo<\/span>p and the benefits they bring. Looking at them on paper, they seem\u00a0<\/span>obvious but after 15 years\u00a0<\/span>I find them to be<\/span>\u00a0<\/span>rather<\/span>\u00a0<\/span>rare.\u00a0<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n\n\n\n\n
Visionary & Coaching key attributes<\/span>\u00a0<\/span><\/td>\nBenefits<\/span>\u00a0<\/span><\/td>\n<\/tr>\n
Focus on how to set direction and decision making<\/span>\u00a0to mobilise the team into one cohesive group<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Exhibits self-confidence, high energy levels and is approachable<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Brilliant at two-way communication including feedback<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Sets clear expectations & promotes learning and growth opportunities<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Committed to organisational change and invites participation through risk taking and experimentation<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Regular communicates the changes and how the team fits into the big picture<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Has high emotional intelligence and self-awareness including empathy<\/span>\u00a0<\/span><\/td>\n

 <\/p>\n

 <\/p>\n

 <\/p>\n

Increased leve<\/span>ls of performance through greater clarity and focus and commitment to a common purpose<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Sets an example and inspires others to perform<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Gets people engaged and ensures understanding<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

High\u00a0<\/span>levels<\/span>\u00a0of personal responsibility<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

H<\/span>igher levels of creativity, i<\/span>nnovation<\/span>\u00a0and buy in<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Opportunity to take stock during change and recognise progress<\/span>\u00a0and ensure that the team \u2018get\u2019 their role in the process.<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Able to manage their own responses<\/span>, spot and deal effectively with team issues before they become bigger problems<\/span>\u00a0<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n","protected":false},"excerpt":{"rendered":"

After 15 years of helping companies lead people through change you\u2019ll be\u00a0unsurprised to know that\u00a0we\u00a0have\u00a0created an approach\u00a0to help\u00a0organisations\u00a0engage and lead people through a change, so…<\/p>\n","protected":false},"author":2,"featured_media":1272,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"_uag_custom_page_level_css":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-1075","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership"],"acf":[],"yoast_head":"\nInpulse Blog \u2013 Employee Engagement Software<\/title>\n<meta name=\"description\" content=\"Find our blogs on the latest news on employees and business to improve your workplace and make it a more enjoyable place to work.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, 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