Change leadership (and change management) are common topics within organizations around the world. A recent online search returned over 500 million results for these two terms. If you lead a company, department, or team, chances are you are trying to drive change in the business model, organization, or both. Unfortunately, based on what I have observed in current and potential customers, you are likely facing internal resistance to drive this change.\r\n\r\nIf you are looking for a way to accelerate change, start by asking yourself and your team the following three questions, inspired both by Patrick Lencioni’s book The Advantage and by my own corporate experience:\r\n
- Are you and your leadership team 100 percent accountable for driving the desired change? Or have you assigned a task force to lead the change instead? Are your leadership team members clear, aligned, and committed to driving the desired change as their number-one priority, instead of their individual goals?
- Are you and your leadership team repeatedly communicating the desired change with actions, behaviors, and words? Are you synchronizing and trickling down these changes throughout the entire organization, vigorously and repeatedly engaging all areas and individuals?
- Do your Human Resources processes, policies, programs, and activities clearly reflect the desired changes? Especially in large organizations, I know these things take time to be fully aligned, but are you leveraging those where you have at least partial control? Take the performance review process. Are you holding every individual in the organization, starting with your leadership team members, accountable for the desired results, actions, and behaviors?
\r\nI hope these questions help you identify the areas where you can accelerate change and become a better change leader.\r\n\r\nPercy M. Cannon\r\n\r\nwww.cannon.consulting\r\nwww.linkedin.com/in/percycannon/\r\n\r\n\r\n\r\n