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A good article from McKinsey about shifting mind-sets: "A leader’s failure to recognize and shift mind-sets can stall the change efforts of an entire organization." Leaders can most effectively create and implement change by starting with taking a step back, to take a fresh look at the core problems, imagine how they could solve them if they had no legacy barriers, and develop an understanding of the gap between where a company is today and wants to be in the future. Piloting new ways of working, not only to test solutions but also to build confidence that will support broader change, is the right step. Finally, leaders must thoughtfully develop long-term organizational and business model changes and make the time to take proven steps—from role-modeling to building skills to communicating outcomes effectively—to create positive mind-set shifts, and lasting performance improvements, across their organization.

Leaders think big—here’s a reminder of how to think and act like a leader. #leadershipchallenge #thinkingbig #thinkingsmall

This cartoon is a funny depiction of how leaders often feel they have to prepare for an organizational change. It is as if they have to suit up to butt heads with employees, and often other leaders. To employees, change often feels like a conflict to be resolved. They love (and even thrive) on the status quo. To disrupt their status quo can mean many different things, such as 1.    Giving up a role, or status, for example “I’m the expert in X. Going to something new means I lose that status.” 2.    Having to learn something new, for example “I have no time to learn a new complicated process and software.” 3.    Sitting somewhere new in the organization, for example “I don’t know any of those employees. I built relationships here.” Leaders do not need to see these common disruptions to an employee’s status quo as combative. With empathy, patience and a little bit of time, leaders can overcome the conflicts that the change poses for employees. If you are a leader handling an organizational change, DM me for a free consultation on what to look for when rolling out the change. 

What stands out to me in this excellent diagram is the critical need for leaders to meet people where they are, both in the change process and in their journey. Similar to grief, change is often a non-linear experience, with individuals moving back and forth between different stages. David Kessler's work on grief introduces a new perspective, expanding the traditional five stages to include a sixth: meaning. This concept offers valuable insights for leaders and managers to consider in the change process, emphasizing the importance of finding meaning in the midst of change. Integrating this new stage into the change process, particularly in the integration phase, could be instrumental. Aligning individual purpose with organizational goals becomes essential. Purpose is a fundamental need; when unmet, it can lead to decreased motivation and engagement. A 2023 Gallup article reported that remote employees are increasingly disconnected from their organization's mission or purpose. However, Gallup also found that remote work can thrive with exceptional managers who prioritize one meaningful conversation per week with each employee, lasting at least 15 to 30 minutes. These conversations, which include recognition, discussions about collaboration, goals, priorities, and the employee's strengths, are a key factor in maintaining a sense of purpose and connection in a remote work environment. Source: Are Remote Workers and Their Organizations Drifting Apart?: https://lnkd.in/etf6TwrY From my experience leading significant organizational change for over three decades, I've learned that open, sincere, and consistent communication is one of a leader's most effective tools. Link to Finding Meaning by David Kessler: https://lnkd.in/eAeFNd_f #change #leadingchange #stagesofgrief #purpose #communication #motivation #engagement #remotework #leadership #coaching

Steve Jobs believed the best leaders challenge their teams to be their best, not by being easy, but by setting high expectations and fostering growth. 💡 Clarity of Purpose: People need to understand the reasons behind the challenges they face, especially when it's for their own growth. 🛠️ Support Matters: Leaders should provide resources and guidance to help employees meet tough expectations without feeling overwhelmed. 🔄 Feedback Culture: Honest, continuous feedback helps employees understand how they can improve and reach new heights. 🎯 Stretch Goals: Encourage employees to aim higher with ambitious yet achievable goals that foster growth without leading to burnout. 🎉 Celebrate Progress: Acknowledge the wins along the way to keep motivation and morale high, fueling further success. #Leadership #GrowthMindset #Innovation ♻️ Repost if you enjoyed this, and follow me for more curated content about leadership! Steve Jobs Summed Up the Best Way to Lead and Manage People In a Few Powerful Words https://lnkd.in/gHdsa2WG

This is another very useful model to understand the impact of change processes.

change can be vital in an organization especially when it is a positive change . The reason why most organizations fear change is due to lack of adequate knowledge and information on the need for change and the assumption of loss of leadership especially by higher hierarchy when change is implemented.

The emotional journey of change There are countless change models and approaches out there. Over the years of working with teams, I’ve seen some succeed—and unfortunately, many fail. What remains consistent is that nearly every organization underestimates the psychological journey employees experience during major change initiatives, whether it’s transitioning to a new operating model or implementing large-scale business transformations. While personal reactions to change vary (some embrace it, while others resist until the very end), complex change often follows a fairly predictable emotional cycle. For leaders, understanding what is needed at each phase of this journey is crucial. From providing clear, consistent communication at the outset to offering encouragement, motivation, and best practice sharing throughout, effective leadership is key. One of the most important steps is recognizing where your organization is in the change journey—without judgment or criticism. This awareness is the first step in helping leaders understand how to best guide their teams through each phase. In my work with teams, I often draw the diagram below (without labels) and ask leadership teams to identify and name each stage based on their own experiences—both for the organization and themselves personally. We then discuss the leadership actions needed to help the organization move forward. This exercise helps frame the change process in the team’s own language and encourages them to think carefully about how they will collectively lead. It’s an admittedly simple approach to a complex challenge, but sometimes simplicity is exactly what’s needed to cut through the complexity and drive meaningful change.

What values do you live by? As leaders, employees, teammates, and even members of society, having well-articulated values is how we make decisions – especially challenging ones. This article from MIT Sloan Management Review was an excellent read. Here are my key takeaways: ➡️ Values are shaped by mindset and choice; individuals can identify and prioritize them consciously. ➡️ Exploring values is an ongoing journey that requires dedication, reflection, and introspection. ➡️ Leaders should make an effort to continuously refine their understanding of core values. Read the full article here: https://lnkd.in/eh2ryRbF #corevalues #decisionmaking #introspection

15 Lessons from “How Leaders Decide: Inspiration, Insights, and Wisdom from History’s Biggest Moments” by Dr. Bilal Ahmad Bhat Recognize the Power of a Single Decision: Leaders face countless decisions, but often a single choice can have the most profound impact. Understanding the significance of these pivotal moments helps leaders make sound judgments. https://lnkd.in/gMM_nTY5