“At the end of every working day as a change professional, you have got to ask yourself some key questions. Did I improve the change success statistic? Did I challenge the leaders who are indifferent delegators? Or did I capitulate to silo leaders and the sheep that follow them in abundance?”
👏 Happy Friday!
On this day, November 4, 2008, Barack Obama became the first African American to be elected President of the United States. The 47-year-old Democrat defeated Senator John McCain of Arizona to become the 44th U.S. president. He succeeded President George W. Bush and was re-elected to a second term on November 6, 2012. Obama's presidency ended on January 20, 2017, upon the inauguration of his successor, Donald Trump. Some of his accomplishments were cutting the unemployment rate from 10% to 4.7% over six years, passing the Affordable Care Act, and ending the war in Iraq.
✅ In Senator Barack Obama’s speech after the nomination contests, February 2008, he told supporters, “Change will not come if we wait for some other person or some other time. We are the ones we've been waiting for. We are the change that we seek”. Obama believed in change and most people will remember the election chant, “Yes we can”. Did I improve the change success statistic?
👉 To successfully implement organisational change, we have to first engage the leadership team because they must lead the change, they control critically needed resources and organisation agenda time. They cannot continue to focus fully on normal day-to-day operations and expect the change team to deliver the change in isolation and only become involved when it becomes the new normal day-to-day operations. Change teams will encounter three types of leader during organisation change implementation:
Effective and Proactive Leader:
Organisational change leadership is about being effectively and proactively involved in the change, as well as sharing normal day-to-day organisational resources and agenda time.
Indifferent Delegator Leader:
The change leader cannot be an indifferent delegator, they can delegate authority, but they cannot delegate responsibility, if they do, change implementation will fail.
Silo Focused Leader:
Change implementation cannot afford the luxury of organisation silos, the leaders that create them or the behaviour that tolerates them. Silo focused leader make change adoption success highly unlikely.
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
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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