CHANGE AND LEADERSHIP
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.
Similarities in Development Stages: People and Organization
“Development is an on-going process which leads to change from what it is today to an improved tomorrow”
People see their life moving from a kid to adulthood stage. These stages are different development stage which requires an individual to acquire new skills, knowledge, abilities to reach the next stage. Some KSAs are acquired by an individual and some by experts, guides, coaches, teachers and many more. An individual alone cannot learn everything; it requires guidance, advice, coaching from other people to succeed in life.
Same is the case with organizations, Organizations in its life span move towards different development stage. During this development stage organizations need to bring in many changes depending upon the internal and external requirement. Are organizations able to face this challenges that come their way on their own?
The answer is no!!
Organizations need external help of experts, SMEs, guides, coaches who can help them to solve their problem and help them to move to next stage of life. In other words, experts like organizations development consultants, executive coaches, change agents, experienced people and many more help to bring change in the organizations. Organizations can seek help of these experts and develop themselves to achieve their goal.