THE ULTIMATE TEST OF LEADERSHIP

 

We live in a world of perpetual change and the ultimate test of leadership is creating positive changes that propel an organisation forward. There is great truth in the quote “Change the leader, change the organization” because change begins first of all in the leaders themselves. 

The leader is the change agent

As those who are charting the course for this new venture, we acknowledged that the team must be open to change and new approaches or we will fail. So, the change process started with us individually. There is no doubt that change always starts with the leader/leaders because we are the first change agents of the organisation, so as leaders, we must assume responsibility for change.

Change is the new norm and we must adapt

We need to get used to leading change because it is the “new normal”. We must adopt new strategies in our methods of communication.  Today we must take into account different learning and communication methods such as social media. People listen differently and are changing how and why they participate. What attracts the “millennials” is different than what attracts “boomers”. The “traditional” family is no longer the “norm”, we have more and more “blended” families. Even the way people give to charities has changed. Forget cheques or cash for offerings because people give via debit card, smartphone, etc. Whether you are a non-profit organization or a business, constant change is part of your life and if you do not learn to lead change, you will be managing a decline in your organisation.

How to share with your team members the ownership and success of the change.

a) Place the influencers of your organisation in leadership positions. Leaders have two essential qualities for change: They have objectives and they know how to persuade others and rally the troops. Who are the key influencers in your organisation?

b) Organise information meetings to explain the proposed changes. Inform people in advance so they have time to think about the implications of these changes and how it will affect them and the organisation.

c) Explain why the changes are important and how they are going to serve the best interest of members, those you are serving, and increase the overall effectiveness of all.

d) Brainstorm with your people and identify issues that may arise, especially concerns and fears. In doing so, you will find solutions before people asked questions publicly. When members realize that you have given careful thought to the proposed changes, have a good plan in place, it will reassure them and increase your credibility.

e) Keep communication channels open by encouraging questions and comments.

f) Flexibility is key throughout the process. Be willing to adapt and adjust the plan as you move forward.

g) Be passionate and inspiring as you persistently demonstrate your belief in and commitment to the change.

h) Show your confidence in the ability of your people to implement the changes and express privately and publicly your appreciation and recognition for their involvement.

In conclusion, successfully implementing change requires a team effort and the process to initiate and facilitate positive change is the ultimate test of leadership. Be a transformational change agent and lead your organisation in its growth and efficiency.

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