The Importance of Leadership in Change Management
For change management to be successful, many different elements are required. Leadership is arguably the most significant of all. To encourage staff to embrace the change and prepare them for the potentially lengthy trip ahead, a competent leader is needed.
It should be suggested that a "high ranking" employee serve as the project sponsor and advocate for its objectives. Without this voice, workers could not understand where the change came from. They can enquire, "Who requested this?" for example. To abandon a project without a clear sponsor is to invite difficulties.
It's crucial to remember that leadership does not always refer to the organization's highest-ranking employees. However, leadership must come from many various levels, including middle managers, change agents, regional heads, etc. They should act as the strategy's driving force.
It's crucial to remember that leadership does not always refer to the organization's highest-ranking employees. However, leadership must come from many various levels, including middle managers, change agents, regional heads, etc. They should act as the strategy's driving force.
Here are a few methods that leaders can successfully manage change
Communicate
For any significant-scale transformation, leaders must act as both the sponsor and the voice. They must convey the changes' justifications as well as their future organisational vision.
Leaders should approach communication honestly. When workers believe they are being treated fairly, they will be more open to change. It is crucial to convey both the changes that are being made and their effects on each stakeholder group.
Be Visible
It is never a good idea for leaders to give others a lot of tasks during a period of organisational transition. They need to be seen by others, as well as early adopters of the behaviours needed for change, in addition to being heard. When others observe them doing what they advocate, they are more likely to follow suit. It is also effective to have leaders participate in the same training as staff members to demonstrate that everyone is on the same team.
Support Employees
Leaders must adopt an empathic stance by realising that different people experience change in various ways and require varying degrees of support. Because of this, it's crucial to incorporate engagement strategies into your change management plans. Engagement is defined as two-way communication that gives employees a platform to voice their thoughts and concerns, providing them the chance to feel heard. Getting your staff on board will be much easier if you demonstrate that you care about them.
Listen
Leaders must pay attention to what employees have to say. Providing employees with feedback opportunities won't be particularly helpful if nothing is done to address their problems. Of course, not every issue raised by employees can be resolved, but leaders must demonstrate that they pay attention to feedback and are prepared to act on it when necessary. Instead of just dismissing specific input, they might additionally provide an explanation.
Be Coachable
During periods of change, leaders should be coachable. The members of the project team can collaborate with chosen leaders to improve as it relates to the project because they have experience in the field of change management.
Employee support for the change will significantly rise with effective leadership, and resistance will be reduced. Working closely with leaders also strengthens their commitment to the project, which can be beneficial when it comes time to request additional funding or resources.
