Change processes are major projects. They often fail to forget the people who put the change into practice and determine the success of the change. Studies show that up to two out of three changes fail and your organization’s productivity drops.
Leadership for change requires wisdom and responsibility, based on a clear direction and purpose of change, collaboration and clear roles, not forgetting to recognize and take into account the emotions of the employees undergoing change.
Leading chance is continuous evolvement
In change, the leader is leading in uncertainty, and the future becomes clearer step by step. The organization must remain operational and productive, even though it and its managers have no answers, for example these questions :
- Will existing jobs be retained, or will they be transferred to a network, or will they cease altogether?
- How do I ensure agile mobility of both know-how and staff?
- What kind of competencies are needed?
- How do I ensure that key people continue in the organization?
- How do I commit, communicate and lead the change in the most appropriate way?
- How do I take people’s differences into account?
Successful, well managed, and consistent change leadership is reflected throughout the organization: