Why Change Leadership Is so Messy and What to Do about It
We’ve heard it all before: Change is hard. Change is messy. Change is the new normal. Change is expensive - and often fails. These are just some of the common phrases associated with change that make leaders pause when asked to lead or execute a major new initiative.
Today’s leaders are faced with increased pressures, competing demands, and delivering results in a complex and rapidly changing environment - often with fewer resources and less time than is needed. Throw a major change project into the mix, and it can put a serious strain on a leader’s ability to effectively make it all happen.
On top of that, all change involves people - and dealing with people is inherently messy. From resistance, to politics, to lack of clarity, alignment, and miscommunication, dealing with the people side of change while implementing new processes and technology is enough to challenge even the most seasoned leaders and their teams.
The Messy Challenges of Leading Change
Resistance. One of the biggest obstacles leaders face when leading change is overcoming resistance. We are wired for comfort, consistency and stability, so when a significant change is introduced, most people will experience some degree of fear, uncertainty and loss of control. These feelings manifest as resistance and may cause significant disruption and delays if not addressed. Resistance can appear on an individual level as well as an organizational level as the readiness to embrace and adopt the change varies. A leader needs to be aware of and manage the resistance proactively and intentionally.
Organizational Politics and Resources. In addition, other factors can create significant challenges for a leader in the midst of change: weak executive sponsorship, lack of clarity on the business case for the change, limited time, budget, skilled resources, and navigating tricky organizational politics while dealing with team dynamics are just some of the areas that need consideration. It takes substantial time, effort and planning to address these situations and most involve having difficult and uncomfortable conversations to resolve them.
Aligning the Leadership Team. A major change initiative can also be a significant source of stress on the leadership team that is accountable for a successful and financially rewarding outcome. If a leadership team is not functioning at a high level of trust and collaboration, a major change initiative can heighten the friction. Some leadership teams may not be aligned as new players join an already established group. The veterans with more history, knowledge, and experience may clash with rookies who have a different perspective and begin to challenge the status quo.
These dynamics can cause a leadership team to split into factions: those who are for the change and those who want to protect the way things are. Power and politics come into play and can lead to an inability for team members to productively engage in conflict and make the tough decisions needed to operate as one team. Lack of trust and collaboration in a leadership team is a significant risk factor that must be addressed in addition to the numerous obstacles described above.
Cleaning Up the Mess: Where Change Leaders Should Start
If this sounds like a lot to deal with, it is. Many leaders don’t have the time or energy to deal with everything required to lead change successfully and are getting burnt out and frustrated. Projects suffer as a result, leading to higher costs, missed deadlines, and turnover.
Success depends on leaders’ efficiency and effectiveness in aligning and engaging the organization around the change. Key success factors include: strong executive sponsorship; buy-in from line managers and employees; high performing teams; frequent and clear communications; and a planned and organized approach to change – all of which require starting with a strong vision for the change.
Define Your Vision. Having a planned and organized approach starts with vision. Articulating a clear and compelling vision for the change is critical. It’s about painting a picture of success with as much detail as possible to clarify the vision and then outlining the benefits of the vision. Once the vision is established, it’s important to develop a plan, identify key stakeholders, define the impact, and create a roadmap for how the organization will get there. The plan must also address potential barriers and risk factors needed to successfully achieve the end goal.
Yes, leading change is hard - and messy. With a solid vision, plan, and support for the leader and leadership team responsible for the change, it can also be a rewarding experience resulting in significant growth for all involved.
Develop Your Change Leadership Action Plan. If you’re gearing up for change, join us for our upcoming HCI webcast, Leading through Change: A Playbook for Executive Teams on Tuesday, June 7th, at 1pm ET. We’ll have a practical discussion focused on getting your executive team ready to lead through change, and learn best practices from other change leaders. We’ll also share an easy-to-use tool to help you better navigate change and create your own team action plan.