Executives need to focus on people when leading through change
Photo by Aaron Burden on Unsplash
The past 16 months have brought a landslide of change to both society and business. More than ever, professionals need to learn to adapt to change – and executives need to understand the nuances of leading through change.
Change management vs. change leadership
Change management is far from a new concept in business, but it tends to focus on processes and protocols. In contrast, leaders with strong executive presence understand the human side of the equation. They know how rapidly changing environments and expectations impact their people and, ultimately, business performance.
Old change management models tended to view change in the context of specific, time-limited parameters. A business restructuring or merger, for example, would occur over a set timeline and include new HR, communication, and management processes.
Over the past year, however, we have all seen how the sands can shift under our feet – and in all directions at once. These more pervasive and long-term changes require more than a few tweaks to a company handbook or a few hasty employee emails.
As Harvard Business Review observes, change has become the new normal:
“Much as we might like to think of 2020 as an anomaly, it may not be. Conditions for accelerating change have been building for years. Advancements in information technology, automation, human interconnectivity, Artificial Intelligence, and the network effects among them, created a new reality where change is much more rapid, continual, and ubiquitous. Covid-19 and its derivatives laid bare a ‘new normal’ of change, marked by three dimensions:
It’s perpetual — occurring all the time in an ongoing way
It’s pervasive — unfolding in multiple areas of life at once
It’s exponential — accelerating at an increasingly rapid rate
This three-dimensional (3-D) change is defining our emerging future and, as a consequence, effective leadership will be defined by the ability to navigate this new reality.”
HBR points out that traditional management approaches would proceed with a linear approach that no longer works in this 3-D change reality. That said, strong leaders can adapt and meet the challenge.
What employees need from leaders today
In this environment, business leaders no longer have the luxury of addressing one slowly evolving issue at a time.
They also need to fully grasp how rapid and pervasive changes impact their people – and a leader’s emotional intelligence (including people skills) and executive presence will serve them well. As HBR notes:
“Change, by its nature, leaves people and organizations feeling confused, vulnerable, and fractured at a time when resilience, cohesion, and collaboration are necessary to perform at the highest levels. An emerging body of literature points to psychological safety, shared purpose, and distributed cognition as powerful drivers of leadership, team, and organizational performance, particularly in rapidly changing environments. The days of ‘leader as hero — the solo, individualistic leader who inspires certainty in a deterministic way forward — are over. This evolution in how we think about change and leadership has only accelerated in the past year.”
Before you can even begin to consider balance sheets and project deadlines, you must realize what your people need to succeed. As the leader, they will look to you for reassurance, guidance, and inspiration, but the entire team will need to contribute to the overall business vision.
In 2021, named “The Great Resignation” by some, people want to feel seen, valued, and part of something meaningful. As Fast Company writes:
“HR literature is crammed with studies and thought pieces describing the benefit of engaged employees—more discretionary effort, longer company tenure, and even more revenue. It’s not a mystery why: an employee who feels a meaningful connection to their work has an emotional stake in the outcome.”
No smart leader can ignore those truths. People can persevere through big changes when they can see the bigger vision. Not only see it – but feel like an important part of it.
Skills you need to lead through change
So, which skills do you need to learn or further develop to be an effective leader in the modern, evolving landscape?
Some key facets of the Bates Executive Presence Index come into play in the context of large-scale change. These are:
Authenticity. Your people need to know that they can trust your words and that your actions will follow. Authentic communication builds trust and rapport, which you can draw upon during particularly fraught times of challenge and change in your organization.
Concern and Humility. Now is the time to show compassion to your people and let them know that you’re in it with them. Admit when you don’t have all the answers, but show them that you care about finding solutions and taking care of everyone affected by the sea change.
Confidence and Composure. While humility is key, your people also need to see your confidence as you make leadership decisions. Remaining calm and composed in the face of problems will instill people with a sense of safety as they tackle their own responsibilities.
Intentionality. While you can’t labor over every minute decision in a time of tremendous change, intentionality will help you and your fellow business leaders create a laser-focus approach to solving challenges. When you have a vision and your intention follows it, decisions become simpler: either they align with the vision or they don’t.
Interactivity. Leaders with strong executive presence stepped down from their ivory towers long ago. The best leaders draw in the smart, talented people around them and involve them in processes and decisions. Your people are your greatest asset, and especially during times of change, so include them.
If you find yourself overwhelmed by the pressure to lead through change, now is the time to develop your executive presence skills. Working with an executive coach can help you develop confidence and effectiveness as a business leader.
I work with executives in a variety of industries who want to become more effective leaders. We begin with the Executive Presence Index Assessment and then build a development program that will best fit your unique needs. Reach out to me for a complimentary consultation to learn more.