When faced with leading change, it’s important that a leader/manager examine her personal vision and values. To demonstrate the idea, this post will focus on two areas: modeling the kind of values and behavior that we want others to emulate, and helping other people to strive to become their personal best. These kinds of values are an important part of not only becoming a successful leader, but an effective change leader as well.
According to Graham (2002, p. 45), a successful leader should focus on creating an honest, trusting relationship with employees – even if it means bending some rules and overlooking organizational traditions. A relationship that entails honesty, trust, and respect will encourage unity and cooperation during times of change. Kotter (1996, p. 183) stresses the importance of lifelong learning as a crucial characteristic found in effective leaders. An effective change leader seeks out change with ongoing learning and by stretching himself beyond his comfort zone. Modeling such behavior encourages others to do the same, fostering approaching change more positively. Collins (2001, p. 20) describes a Level Five Executive as someone who combines personal humility and a strong professional will to build “enduring greatness”. Level Five leaders focus their egos not on themselves, but on the company’s goals and success. Their ambitions are channeled for the betterment of the organization (Collins, p. 21). They take the time to actively listen to their team members, focusing on coaching them and developing their strengths.
Ask yourself the following questions:
1. Do you feel confident modeling your values?
2. Do you make it a point to walk the walk?
3. Do you stretch yourself beyond your comfort zone?
4. Do you expect it from others?
Even if you feel fairly confident working with others to help them grow and improve, there’s always a chance to improve and refine your techniques with practice. Simply put, the more we do something, the better we get at it. Ongoing learning and stretching own limits will also help to advance your abilities when coaching and developing others. Learning can be achieved through practice as well as exposure to new ideas (be it through books, classes, or seminars). This is an important part of being a successful change leader. Encouraging others to seek change, stretch their own limits, and learn new things makes people more open to and prepared for dealing with change.
The better prepared you and your employees are to deal with change, the more likely you will succeed. It’s important that the change leader’s values and vision are understood by her team members. Making values clear to others will help them to recognize what is expected and acceptable. Knowing and understanding the vision helps to define and understand goals. Having well defined and shared goals in one of the most important things in successfully navigating the waters of change. A successful change leader must be able to build positive relationships, lead and inspire others, and make values and vision clear to his followers.
Collins, J. (2001). Good To Great: Why Some Companies Make The Leap…And Others Don’t. New York: HarperCollins Publishers
Graham, G. (April 2002). If You Want Honesty, Break Some Rules: How do you create a culture where people aren’t afraid to speak the truth and candid information flows freely? Harvard Business Review
Kotter, J. P. (1996). Leading Change. Boston: Harvard Business School Press
