In a workplace infused with top down, hierarchical, departmental silos, change management is the new requirement for leadership success. With a market comprised of fickle consumers and workplaces brimming with employee identity crises, leadership success requires more patience, poise, and time-to-think – and the ability to seamlessly connect the dots of opportunity. The marketplace requirements to compete are evolving so quickly that leadership is struggling to stay ahead of the course; unsuccessful efforts to be proactive and sustain organizational readiness will come at an extremely high cost. As such, the demand for leadership that is willing and capable of tackling change management head-on – already in short supply – is at a premium. Leadership in the 21st century not only requires the ability to continuously manage crisis and change – but also the circular vision to see around, beneath and beyond the obvious in order to anticipate the unexpected before circumstances force your hand. As you embark upon your change management journey, here are ten things that will challenge your capabilities as a change agent and potentially become defining moments along your leadership success path.
. The marketplace requirements to compete are evolving so quickly that leadership is struggling to stay ahead of the course; unsuccessful efforts to be proactive and sustain organizational readiness will come at an extremely high cost. As such, the demand for leadership that is willing and capable of tackling change management head-on – already in short supply – is at a premium.
Change management is no longer a term that denotes only operational improvements, cost efficiencies and process reengineering. Change management has become a much bigger, more interwoven part of the overall business fabric – an embedded leadership requirement that plays into everything that we do, every day, and how we go about getting things done, regardless of hierarchy or rank. In the end,For many leaders, their primary roles and responsibilities have rapidly evolved.
If you don’t know where you want your business to go, how you want your employees and customers to grow, and what your plan is to get there –. Unfortunately, many leaders don’t take the time to define their strategy for change, as this represents the basis for ultimate accountability and action. If leaders don’t feel comfortable with renewal and reinvention, they will begin to lose their impact and influence quickly.
I took this leap of faith 10 years ago when I started a new technology venture with a partner who was 15 years younger than me. We agreed that our partnership would be more successful if we mentored each other. I would teach him about business/leadership and he would teach me about technology and digital platforms. Not only did we develop a successful business model, but we both strengthened our core competencies because we accepted and learned from our generational differences.
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