Leaders with a high change agility seize the opportunities, throw out the old models and develop new ways of doing things. In Edith Onderick-Harvey Harvard Business Review (5/18/2018) article on “Five Behavior of Leaders Who Embrace Change,” she lays out a path to increase success in driving change. Blending and integrating the behaviors, together, create a competitive advantage driving better business outcomes and stronger leadership DNA.
1. Share a compelling clear purpose: For people to embrace change, answer the question “why” for people. Clearly articulate the clear purpose driving the change, and watch people get on-board.
2. Look ahead and see the opportunity: Don’t expect senior leaders to communicate the opportunities, make opportunity-seeking a part of your conversation. Encourage experimentation, and celebrate success.
3. Seek out what’s not working: For real learning to occur and trust to build, create a forum and encourage people to share the good, the bad and the ugly.
4. Look for boundary-spanning partnerships: Jump out of your silo and build cross-function collaboration to break down barriers.
What can you do to build your change agility?