The Leadership Skill That Is Needed More Than Ever Part II

In a previous blog post (3/18/13),  I identified  the attitude of leadership as being the pivotal trait for leading a successful change initiative.

But there is another reason why change does not produce the positive results that are expected and it has to do with focus. There is either no focus and allowing every situation to become a crisis;  or having a  focus but on the wrong target. The complex and often chaotic conditions of change that are now a way of life for most organizations e.g., global competition, economic volatility,  new technology, and a diverse workforce all present enormous distractions for leaders and managers to maintain focus and manage employee performance. However, even when leadership and management do focus, the tendency is  not to focus on employees, but to zero in only on systems and the bottom line.  But, let’s face it: change affects people.  Even during positive change, a person will sense loss, fear, and disruptions to daily routines and relationships.  These can all play havoc with individual mental and emotional processes that can bring about a dip in performance and productivity. And, yet, often managers and leaders do not see their main concern being about the people.  I have worked with leaders who have taken the lack of enthusiasm on the part of employees as a personal affront because they did not understand the process and impact of change from the employee’s point of view.

So when dealing with change as a leader there are two important points that will bring you through successfully:
Know yourself: have an accurate understanding of your strengths and weaknesses and be able to monitor and to correct (change) your reaction to events. Through personal example and commitment to your principles, you can encourage others to accept the challenges of change through inspiration. Know that you are the only one that can decide if you are leading by crisis or leading by clearly set strategy.
Know your followers: understand that change – even positive – produces powerful emotional and mental consequences for the members of your team. Help them maintain the right focus by making your strategy clear,  setting priorities and helping them see how their daily activities contribute to the overall goal.

People rarely welcome change; but, by knowing your constituents and communicating that you have their interests at heart, you will provide an environment for others to take risks to not only face change, but able to look at change as an opportunity for growth and innovative improvement.