Oct 06 , 2019
Blind Spots in Change Management

I have been working in large-scale transformation for 15+ years and have witnessed organisations significantly increase their market share, implement transformative technologies and rapidly transform performance trajectory. In every case, effective change management was driven by effective leadership.

I’ve also watched change failures that were driven by ineffective leadership at multiple levels and it is difficult to deny that leadership plays a significant role in the ability to drive and sustain organisational change, often coupled with blind spots.

In times of rapid organisational change, a leader’s emotional intelligence is put to the test.

The belief that leadership communicates effectively. 

Blind Spots in Change Management - Is the leadership of the business making communication a priority?

We’ve all heard the phrase we have two ears and one mouth for a reason. Deficiencies in leadership often include not actively listening or sharing the needed information, non-verbal communication, and unconscious bias.

Ineffective communication practices and skills can damage a manager’s performance in normal times. Sending emails or relying on “I’ll tell them to do it so they have to change” might have worked in the industrial age but not in the age of connectedness. This is particularly true in periods of rapid change and uncertainty.

During these times, it is imperative that leaders are well-informed about what is going on around them while ensuring that their employees have the information they need.

A question to ask yourself as a change manager is: In periods of rapid change, is the leadership of the business making communication a priority?

The Ego.

Change is not about the executive sponsor anymore as business becomes more and more transparent. It’s about the organisation as a whole and making it about parts causes immediate imbalance upfront.

An important factor in the earth2mars way of change includes human-centred design, which focuses on the people in the organisation, the ego needs to leave the room.  You’re not there to toot your own horn, or for a notch on your list of achievements. You are there for the people in the organisation that you’re helping.

A great change manager is there to help create solutions, support teamwork, make informed decisions, have a clear sense of direction and enable the organisation to fully understand their business reality while being approachable and humble.

That you don’t need downtime.

Change creates additional pressure and stress for business leaders. When leadership or change managers demonstrates an inability to handle the pressure, the confidence of employees can be shattered.

As change managers we are often holding space for greatness to happen, keeping your own balance in your day to day is a vital key to great change management. So watch out for signs of burnout and make sure your team is taking the time to refuel and recharge at appropriate periods.


New to Change Management?

We are giving one lucky change manager the chance to win a place (valued at $2,000) at our change management course on October 26th 2019.

Enter your details HERE for the chance to WIN!