The dominant topic for our clients in all verticals at the moment is change. This is the overriding business imperative they are all facing: The way we work is changing. How do we lead change rather than react to it?
There are three essential components to leading change successfully.
- Create a compelling vision of the future. Where do you want to go? What is the case for going there? How will you measure success along the way and at the end?
- Align thought and action. Is there clarity about what will be done to realize the vision, who’s doing what, and by when? Is there a common language and process tool kit for leading change embedded with leaders at every level to ensure consistency in execution?
- Grow leaders at every level. Do you have leaders who are agile and adaptable? Are your growing your capacity at every level to sustain high engagement and high performance?
Only you know how prepared you or your organization are to lead change. Too many negative responses to the questions above may be a sign that there are conversations that need to be convened with your key stakeholders to agree the vision, create alignment, and grow your capacity to lead change. The time may be ripe to define the future state, analyze the current state, and build a cohesive and comprehensive plan to frame the transition from where you are to where you want to be – in short, to lead change.