6 ways to effect change as a leader

Not everyone likes change. It can be hard as a leader to implement both big and small changes within an organisation if you are faced with reluctance from employees as well as organisational barriers.

Change is all around us, even more so since the pandemic, therefore change leadership has never been as important within organisations than it is right now.

Change leadership is about implementing a strategy to aid organisational growth as well as understanding how to overcome barriers and risks as the change is implemented. Change leaders are usually those that empower long-term changes rather than simply focussing on short-term goals.

Leaders that want to effect change within their organisations need to be inspirational and visible. They need to continually share and discuss their vision, as well as being inclusive, open to the ideas of others and encouraging everyone to get involved in implementing change.

Here are six ways to effect change in your organisation:

  1. Have a clear vision

From the outset, it is important to have a clear vision of what you want to achieve. Think about the end goal and what success will look like when the change is in place.

  1. Identify risks and barriers

It goes without saying that you need to assess the risks and barriers before making any changes, no matter how small. By identifying potential competition, crises or risks and putting solutions in place to mitigate them, will help create a structured, long-term strategy.

  1. Create a solid strategy

Have a solid strategy that maps out why you are effecting change, the objectives, as well as evident steps on how you will get there. Be clear on the benefits not only to the organisation but to individual employees too. The key to a successful strategy is the ability to evolve, adapt and improve your approach as things around you change.

  1. Explore new technologies

When creating your strategy, explore new technologies that can support it. With the emergence of digitisation, things like artificial intelligence (AI) and machine learning (ML) can help make processes more effective and streamlined. Do your research to make sure you choose the right technology for your organisation and your vision for change.

  1. Share and communicate your vision

Communicating effectively across all stakeholders is crucial. Having an ambitious vision for change is great but if no-one understands or gets behind it, then it can be hard to motivate people and implement that change. Educate your teams and employees on your vision and inspire them to support your plans.

  1. Whole team effort

When it comes to implementing your strategy, make it a whole team effort. Get your team’s and employees’ input and be willing to take on new ideas. Hold them accountable for change and make sure you reward when you reach the end goal but also for short-term wins. It can be hard to get everyone on board, so try and get rid of obstacles to change and alter old systems that might undermine the vision.

Effecting change within an organisation can be challenging, but with the right planning, effective communication, and a willingness to take risks, your vision for change can become a reality.

Great leaders that successfully effect change are inspiring, authentic, visible and proactive and ensure consistent communication across all stakeholders.

If you are looking to effect change within your organisation, sign up to our Strategic Leadership programme today to gain the tools you need to do it.

Learn more: https://buckleyleadershipcentre.com/programmes/cmi-level-7-in-strategic-leadership/

They needed to be positive, uplifting, encouraging and inspiring with their staff because people will never follow a leader who is more scared of the problem than they are.

Sir George Buckley

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