The speed and scale of technological innovations are astonishing. Survival of the fittest is the key mantra for the individuals, teams, and organizations.Acceptance to change will be a key differentiation between the survival and the extinction. So, the buzzword is “CHANGE”. For organization’s managing change is becoming extremely complex. Most of the organization’s leadership team is aghast with the speed change is taking place. It is keeping the leadership on toes in predicting the future and shape of the organization.
Knowingly and unknowingly change management is the primary work of leadership and they have been doing it day in and day out. However, the speed and scale of change have made the leadership to shift the focus from transactional change to transformational change. The leadership style required to manage transformational changes is different. The bureaucratic and controlling nature of leadership is going to hamper the agility to change. The leadership will have to act as enabler wherein the key role of leadership will be to:
- create a flowing leadership pipeline,
- build empowered teams,
- empower the middle and operations management in decision making,
- developing required competencies in the middle and operations management,
- developing organizational capabilities in acknowledging, identifying and embracing the change.
The biggest challenge which we have observed during our discussions with leadership teams is their continuous denial of the requirement to change. Instead of having a proactive approach, they react when something unusual knockouts them. Acknowledgment of the need for change is a huge leadership challenge. It is more so because of the lack of leadership pipeline.
We shall be writing more about change, change management, leadership, leadership pipeline and other related topics in the near future.
This blog has been written by Rajendra Pratap Singh who heads CUNIX Inspire, HR and OD consulting division of CUNIX.
