Implementing organization change is a matter of mind set. The role of leadership in change management involves to a large extent ensuring that people at all levels of the organization adopt the proper mindset for success.
Change the Mindset first - The role of leadership in change management to anticipate these feelings and proactively head them off at the pass. In other words, change the mindset first, then the organization. This is not as difficult as it may sound. It’s simply a matter of repositioning the mind set from focusing on change and having to navigate unfamiliar territory to focusing on the work to be done.
Thriving: The New Status Quo - Instead of characterizing organization transformation as good or bad, hard or easy, leaders can help their teams recognize and acknowledge that transformation work is simply ongoing maintenance work that needs to be done to keep the organization current and fresh and relevant, in order to achieve the desired marketplace results.
When put that way, the decision to undertake organization change becomes an easy choice. We can leave the work undone and suffer the consequences of watching the organization drift out of alignment along with the associated slide in performance. Or, we can say, “It’s worth performing the work necessary to make sure our organization is well positioned to succeed.”
Ultimately, it’s a mindset shift from “this is the way things are” as the status quo, to adopting a status quo of “we’re thriving”—along with a recognition that to thrive it requires a degree of constant work. While change is never easy, the good news is that just like with yard work, organization transformation when approached in this manner becomes its own comfort zone—one that helps the entire organization to bloom.
Maintaining Momentum While Managing Organizational Change
How can an organization keep the ball rolling over the critical transition between the diagnosis/problem solving stage and sustained implementation of solutions?
First, it’s important to recognize that most of the time, this dynamic of paralysis is not a conscious thing. More than anything it happens because the change environment itself tends to put people out of their comfort zones. When we find ourselves out of our comfort zone, we rely even more than usual on strong leadership. The role of leadership in change management is thus even more critical than it is in normal day-to-day situations.
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