“At the end of every working day when you are a change professional, you have to ask yourself one key question, “Did I improve the change success statistic, did I challenge negative leader behaviour, or did I capitulate to leaders who are indifferent delegators or silo builders?”
👏 Happy Friday!
On this day, October 14, 1964, African American civil rights leader Dr. Martin Luther King Jr. was awarded the Nobel Peace Prize for his nonviolent resistance to racial prejudice in America. At 35 years of age, the Georgia-born minister became the youngest person ever to receive the award. He led peaceful protests throughout the American South which were often met with violence. However, he and his followers persisted with their nonviolent approach, which started to gain impetus. The baptist minister and social activist led the civil rights movement in the United States from the mid-1950s until his death by assassination on April 4, 1968.
✅ Dr. Martin Luther King told us, “Change does not roll in on the wheels of inevitability but comes through continuous struggle. And so, we must straighten our backs and work for our freedom. A man can’t ride you unless your back is bent.” How often do we, as either change, transformation, or improvement professionals, roll over and allow some leaders to pursue their own selfish agenda rather than politely and respectfully intervene? Did I Challenge Indifferent or Silo Leaders?
👉 Most change teams work within one of the three Organisation Change Management Implementation Spectrum© Approaches. Those that work in Approach 1 will face some leader challenges.
Approach 1: Leadership, Sponsorship and Implementation.
Leaders control the organisation’s resources and agenda time, and it is important for change professionals to focus on this approach if they are to successfully implement change. Identifying an effective and proactive sponsor with organisational credibility and authority is essential. As part of the Change Leadership Alignment (CLA) process, it will become clear that some of the leadership team will be indifferent delegators or silo-focused leaders. This is when strong sponsorship and the change leader need to intervene politely and respectfully to remove barriers to change. Successful change needs effective and proactive change leadership, leaders who are indifferent delegators or silo focused must be aligned or change implementation will fail.
Have a fantastic weekend with the ones you love and care for, enjoy some fresh air, exercise, eat drink and be happy.
Further Reading: Change Management Leadership – Leadership of Change Volume 4
See: Section 3.2 Model - Execute Phase
Peter consults, speaks, and writes on the Leadership of Change®.
For further information please visit our websites:
Peter F Gallagher is a Change Management Global Thought Leader, Guru, Expert, International Speaker, Author and Leadership Alignment Coach.
Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).
Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2022-2021-2020) by Thinkers360.
Ranked #2 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (Dec 2020) by Thinkers360.
Ranked #2 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (Aug 2020) by Thinkers360.
Business Book Ranking
Change Management Behaviour - Leadership of Change® Volume 6, listed among the 50 Books from Thinkers360 Thought Leaders to read in 2022.
Change Management Adoption - Leadership of Change® Volume 5, listed among year-to-date’s (Jul 2021) most popular books on business and technology from Thinkers360 member thought leaders.
Change Management Handbook - Leadership of Change® Volume 3, listed among the 50 Business and Technology Books from Thinkers360 Thought Leaders to read in 2021.
Change Management Pocket Guide - Leadership of Change® Volume 2, ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.
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