Reflecting on Change and Leadership
The start of a new year is the perfect time for reflection. It's an opportunity to review past successes, challenges, changes, and the lessons learned along the way. Earlier this week, I sifted through old paperwork and was reminded of the many projects, campaigns, and programmes I’ve been involved with over the years. Some brought pride and accomplishment, while others left me wondering what could have been done better.
One key insight emerged from this reflection: the support of the CEO and senior leadership often determines whether a project succeeds or fails.
The Role of Leadership in Change
When senior leaders, particularly the CEO, fully support change initiatives, the journey becomes a collaborative effort. Without their backing, even the most thoughtful plans can feel like an uphill battle. This observation isn’t about assigning blame but about recognising the essential role leaders play in driving meaningful change.
Moreover, change leadership is a well-researched field. Experts like John Kotter, Kouzes and Posner, and Naomi Stanford highlight the importance of senior leaders as sense-makers and coalition builders. Similarly, Simon Sinek’s concept of starting with “why” illustrates how leaders can inspire buy-in by articulating the purpose and vision of change.
Leadership, however, must go beyond inspiration. For example, Roger Gill underscores the need for leadership to persist throughout the lifecycle of a change programme. Furthermore, Kavanagh and Ashkanasy emphasize that leaders must understand the theory of change to build trust and credibility.
How to Secure Leadership Support
Securing support from senior leaders requires a strategic approach. Here are key steps to achieve this:
Build Relationships: Develop strong connections with senior leaders. Understand their priorities and what matters most to them.
Align Goals: Frame your project in a way that aligns with organisational objectives. Show how it supports their vision.
Secure Sponsorship Early: Involve senior leaders from the beginning. Make a compelling case for their sponsorship and ownership.
Embed Leadership Skills: Equip the leadership coalition with the skills needed to manage and sustain change effectively.
Maintain Communication: Establish regular touchpoints with senior leaders. Consistent updates and input foster accountability and engagement.
Lessons from Experience
Successful projects often share a common trait: the right sponsorship from the top. Engaged and aligned senior leaders provide the guidance, resources, and influence necessary for transformational change.
In contrast, a lack of leadership buy-in leads to inefficiency, misalignment, and missed opportunities. As organisational development practitioners, we must actively secure this support, even when it feels challenging.
Nevertheless, the payoff is significant. A collaborative relationship between the leadership team and the project leads to outcomes that surpass what could have been achieved independently.
Final Thoughts
Change is never easy, but with the right leadership support, it becomes manageable and impactful. Therefore, build relationships with senior leaders, align your initiatives with their goals, and invest in developing leadership skills.
What have you learned from your experiences with leadership and organisational change?
Share your successes and challenges so we can learn and grow together.
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