How do you manage change in a leadership role?

Paint a compelling vision of the future state that the change will bring about. Help your team understand the desired outcomes and how the change aligns with the overall goals and values of the organization. This vision will provide a sense of purpose and direction during the change process.

Ideally, before any change is initiated, there will be a business case and clear case for change that outlines the rationale. This will also be the starting point for change management in each team. Proven tools such as stakeholder analysis and change impact analysis help create an understanding of who is affected by the change and how their work will transform. Once there is clarity about the impact, it is all about communication, as transparently as possible. Repeated conversations about opportunities, concerns and understanding of what the change means are critical elements for a smooth transition (and there is never too much of it).

Build a Strong Coalition: Identify key stakeholders and influencers who can support and champion the change initiative and build coalition who can help in the change and also, help in overcoming resistance. Communicate Effectively: Keep the team and stakeholders informed about the change, the vision, and the steps. Be transparent, listen to concerns, and address questions and feedback openly. Lead by Example: Demonstrate your commitment to the change initiative by modeling the behaviors and attitudes you want to see in others. Monitor Progress and Adjust Course: Regularly review and adjust course as needed. Celebrate Successes: Recognize the efforts of individuals and teams who have contributed to the success of the change initiative

Whether the business initiates a role change for you or you seek it out, it is important to understand that a new role will need you to approach things differently. 1. Before walking into a new role, meet your manager / sponsor/new manager to get as much clarity on the expectations and mandate of the new role. 2. Do a thorough analysis of strengths that will continue to help you in your new role and which ones could become an overused strength / staller. 3. Check which new muscles do you need to quickly build. 4. Identify your network, key stakeholders. 5. Draw out your stretched, yet realistic, 30-60-90 days plan. 6. Identify at least 2-3 quick wins. 7. Track, monitor, update. 8. Rest will fall into place once you find your feet.

The rational for change obviously has to be more of a strategic in nature, however adding a sense of urgency to the need for change ensures that there is a larger audience willing to make the shift.

Change is constant so are the Leadership roles .And organisations should always be ready to embrace that. As the people are going to brace the most, their involvement and acceptance is primary. Clear and two way communication would help us gain their confidence. We should not ignore resistance, it should be addressed appropriately and with series of workshops and meetings the decent should be handled. How a change is handled also reflects the how the leaders had built the Organisation.

While you involve your team in the change process, don't forget to constantly keep rewarding positive behaviors with recognition. These little gestures of gratitude and validation of effort goes a long way in motivating the team to pursue the change.

Change Management is a Proactive, Planned, Organized way to implement change. It includes getting people on board, removing barriers, and increasing commitment. An enabling culture plays strong role in making this entire process collaborative and adaptive for employees at all levels. Aligning leaders is critical. Leaders have 3 mechanisms to influence their teams. - What they say, - What they do, and - What they reward Create cascading plan and identify team to participate in goal setting and provide them with resources and support they need to adapt to the change. Organizational culture will play crucial role in this entire process.

Change can be stressful for your team, so it's crucial to involve them in the process and make them feel valued. Assign roles and responsibilities, and provide necessary resources and support. Encourage collaboration and innovation, recognize their efforts, and reward achievements. Foster a culture of learning and feedback to help your team develop the skills needed to succeed in the new environment.

Active team participation from the outset is paramount. Clearly communicating change objectives, involving team members in decision-making, and fostering an open dialogue strengthen commitment.

Managing Resistance is indeed one of the most challenging tasks of a leader. However, before I take any action, I should listen and observe carefully to understand where resistance arises, why people aren't buying into the idea, and what they need, rather than focusing on what is lacking to facilitate the transition. Genuine listening is key here.

Be careful not to shut down resistance. Welcome it! Yes, even the resistance you disagree with or the resistance that offends you. You do not want to miss out on valuable feedback just because it’s difficult to hear. Build in feedback opportunities with your colleagues and direct reports. Become accustom to soliciting feedback. Start with people who are often resistant to change. Give them a heads up about impeding change and ask them what their concerns are regarding it. Ask them to partner with you on trying to resolve their concerns. Long gone are the days of, “ because I said so!”

One of the most difficult challenges can be facing resistance as a new leader or in a new role. 1. One of the first things to do is NOT resist back or dig in your heels. 2. Instead - take your foot off the accelerator. 3. Create some space for others to share their perspectives on what is not working. It could be your approach to plan or people or something different. 4. Listen without rushing in to defend yourself. 5. Be respectful of those who have been in the team far longer; lean on to them for their suggestions. Invite them to contribute on what could be done differently. 6. Have faith in yourself. You were brought in the role for a reason. Trust and give yourself some time to settle in.

Very well articulated Ma'am. Here are some of my views to adapt the change effectively: 1. Keep your team informed about why change is necessary and how it will benefit them and the organization. 2. Demonstrate your commitment to the change by embracing it yourself and encouraging others to do the same. 3. Involve your team in the change process by seeking their input, addressing their concerns, and empowering them to take ownership. 4. Offer support and resources to help your team navigate the change, whether it's through training, mentoring, or coaching. 5. Regularly assess the progress of the change initiative, identify any challenge and finally 6. Recognize and celebrate milestones and achievements to keep morale high.

Changes are inevitable and so do in acceptance positively. One can avoid the same if a clear vision based communication is there to support the decision. Changes should not be imposed and unilateral.

Be prepared to face frustration. take a step back, analyze with a cool head and make adjustments. the expected results do not always occur promptly

Keep track of the progress of the change implementation. This can be done through regular check-ins, progress reports, and feedback sessions. Regularly evaluate whether the change is leading towards the desired outcome. If necessary, be flexible and make adjustments along the way.

In navigating change within leadership, the essence of agility and a people-first philosophy is embodied through continuous monitoring and evaluation. My experiences, from enhancing career paths in the financial sector to fostering a culture of self-awareness and growth, underscore the importance of adaptability and open communication. By setting clear goals and gathering feedback, we create a dynamic environment where learning is ongoing, and improvement is constant. This iterative approach not only aligns with Agile methodologies but also ensures that all team members are engaged and informed, fostering a sense of ownership and commitment to the change process.

Managing change in leadership isn't a one-off event, it's a continuous commitment to evolution. As a leader, it's important to stay vigilant, monitor progress, and be ready to recalibrate your strategies. Embrace a culture where constant evaluation is the norm, and improvement is an ongoing dialogue. Consider viewing change not as a destination but as an open-ended journey. This mindset encourages a proactive approach to gather feedback, learn from outcomes, and adjust course when necessary. Adaptability is your greatest asset. Remember, successful change is measured not by the immediacy of impact, but by sustainable progress over time.

As a change manager, you need to feel the pulse of the organisation (people). Reports give you only one standardised view. I suggest that you regularly talk to people and influencers and ask them to rate the progress on a scale e.g. 1-5. Ask them why they rate it as this. Do this regularly with the same people. This gives you an additional view

Nothing beats celebration. Define milestones, monitor and evaluate, communicate and MOST importantly, celebrate small success goes a long way in sustaining the efforts. Encourage failure specially when it comes to introducing something new, celebrate failures when backed by tremendous efforts put in the right direction creates a value based culture that is backed by behaviours and unwritten rules. Share stories of success and attempts that may not have successful but have great learnings should always be reinforced to support change. Inspiring stories within the teams go a long way in creating momentum and enthusiasm. Afterall, it is not just about adapting to change, it is about EMBRACING CHANGE and making it a part of our culture.

Change is constant. However when change leads to right sizing of teams, optimising resources and decisions against market trends it requires extraordinary response from everyone especially from the leader. Alignment of entire team to achieve one goal is very critical step in such situations. Every win however small needs to be celebrated to build confidence of the team. Authenticity is a must during such celebrations. Biggest motivation for performers is appropriate action on non-performance apart from their appreciation. Success stories shared by peers are more receptive than shared by leaders. Hence leader should encourage such sharing directly by doers. Failure should be shared by the leader as learnings without exposing doers.

Celebrating and sustaining change is pivotal in leadership, mirroring the agile principle of recognizing achievements to maintain momentum. My journey, from hosting a leadership podcast to facilitating significant career shifts, underscores the importance of acknowledging efforts and embedding successful practices into the organization's culture. By sharing inspiring stories and reinforcing values that align with change, leaders can cultivate a resilient and adaptive team environment. This approach not only honors past contributions but also fuels a collective drive towards embracing new challenges, ensuring continuous growth and innovation.

Embracing change with an Agile mindset means not only navigating through the challenges but also celebrating the milestones achieved along the way. In my journey, from hosting a leadership podcast to facilitating transformative career moves, I've witnessed the profound impact of acknowledging and rewarding team efforts. Sharing success stories amplifies the positive ripple effects of change, embedding a culture of resilience and continuous improvement. This approach, deeply rooted in my upbringing and professional experiences, reinforces the belief that valuing each contribution sustains momentum and prepares us to meet future changes with optimism and readiness.

Celebrate small wins during the change process. This could be reaching a milestone, successfully completing a training session, or simply adapting well to a new process. This boosts morale and motivates the team to stay the course. Once the change is implemented, ensure that it is sustained by providing ongoing support and resources.

Given that the statistics are not in your favour with change programs (70% are doomed to fail), I encourage anyone undergoing this process to subscribe to a model of change. Kotter, ADKAR or Nudge take your pick, but ensure that you have a model that you can reference to give your change some structure and give you reference points for the journey you are about to undertake.

Remember that each change scenario is unique and may require different strategies. Always be open to learning and adapting. This might mean seeking advice from industry experts, attending webinars, or reading up on best practices. Recognize that what works for one team or organization might not work for another.

Change is inevitable in both life and leadership. Whether you're driving it or experiencing it, adaptability is crucial. As a leader, your personality and approach shape how you navigate change. If you're stepping into a leadership role, taking charge with confidence matters. Conversely, if you're impacted by leadership changes, being open to new approaches is vital. Ultimately, adaptability, acceptance, and openness are essential for effective change management.

Establishing clear and consistent communication is crucial to avoid rumors and misunderstandings during change. Investing in skills development necessary to navigate change, for both leaders and the team, is a valuable investment. Promoting a mindset of constant learning prepares the team to embrace future changes more readily. Integrating relevant technologies to facilitate a smooth transition and promote efficiency during digital change is critical.

• Reflect and Learn: After the change is implemented, reflect on the process. What worked well? What could be improved? • Acknowledge Growth: Recognize that change is an opportunity for growth—for individuals and the organization.