Great leaders of change understand the difference between change management and leading change. They lead successful change by setting a course, establishing a culture and motivating people to follow. They create a compelling vision, develop an effective plan, allocate resources, train staff, and celebrate progress.
Proper Training
Change initiatives often call for new procedures or systems, which in turn require employee training. I have found that one of the best ways to implement large-scale training is to have a select team of employees undergo extensive training, and then serve as in-house experts able to train their coworkers.
Great leaders of change make use of this strategy to optimize collaboration, teamwork and brainstorming. It not only raises in-house expertise, but empowers and engages employees-in the vision and plan.
In addition to technical training, leaders, managers and employees benefit from softer skill training that enhances change initiatives. Great leaders of change give their people the opportunity to learn:
- Project management skills
- Collaborative workshop and brainstorming/innovation techniques
- Leadership skills, including active listening, conflict resolution, and constructive feedback
- Relational intelligence skills; how to read people, work in unity and support others
- How to give presentations
- New mindsets, including positivity, overcoming anxieties, and being more agile
A well rounded, trained and prepared staff is a leader’s best approach to any change initiative.
Celebrate!
The best leaders understand that people under pressure need occasional relief and encouragement. Workers don’t last long when they’re constantly driven with no feedback on how they’re doing.
Setting up methods to track progress allows people to know where things stand as they move forward. Leaders should not only recognize project status, but appreciate the hard work and progress being made. Do this publicly, and frequently. Emphasize the positives and encourage continued success. The best leaders celebrate little victories along the way, not waiting until they feel a major war is won.
If you don’t already, I recommend that you have gatherings to share stories and accomplishments. Highlight personnel and acknowledge their roles, efforts and contributions; express your gratitude and appreciation publicly. This enhances their sense of self-worth and value, and it makes a potentially long project more manageable.
At the end of the implementation, even grander celebrations are called for. Make it a big deal—because it is.
As a leader, your role is foundational in initiating change, drawing your people to its purpose and giving them purpose as they partner with you to implement what needs to be done.
What do you think? How do you recognize and celebrate progress when leading change? I’d love to hear from you. You can call me at 561-582-6060, or, I can be reached here or on LinkedIn.
