Change is inevitable in any organization. It’s a constant that drives innovation and evolution, or let’s face it, extinction. Leadership plays a pivotal role in ensuring that change leads to success rather than failure. With studies suggesting that only about 50% of change initiatives succeed (Gartner), understanding the dynamics of change and leading through it effectively is crucial.
Leading Amidst Change
Understanding the Two Types of Change
To lead effectively through change, it’s essential to recognize that not all change is the same. Broadly, Harvard Business School Online categorizes organizational change into two types:
- Adaptive
- Transformational
Adaptive Changes
Adaptive changes are the small, gradual, and iterative adjustments that organizations make over time. These changes are often responses to evolving market conditions, customer needs, or internal processes. For example, hiring a new team member to manage increased workload or implementing a work-from-home policy to attract and retain top talent are adaptive changes. They allow organizations to remain competitive and relevant without significantly disrupting the existing status quo.
- Adaptive change requires a deep understanding of the current system and a willingness to make continuous, incremental improvements.
- Adaptive changes may seem minor individually, but collectively, they play a vital role in keeping the organization agile and responsive to external and internal pressures.
Transformational Changes
Transformational changes are larger in scale and scope, often representing a dramatic shift from the status quo. These changes can be a response to major external disruptions, such as technological advancements, market shifts, or internal strategic decisions. Examples include launching a new product line, entering a new market, or restructuring the organization entirely.
- Transformational changes require vision, boldness, and a willingness to take risks.
- Transformational changes can redefine the organization’s direction and future, but they also come with a higher degree of uncertainty and potential resistance.
Be it adaptive or transformational change, people experience many emotions as they experience and navigate change. A wise leader stewards responsibility with empathy and understanding.
*Source: Bridges Transition Model, Slidesalad.com.
Six Elements of Leading Well
Change is inevitable, but success is optional. This dichotomy highlights the importance of leadership in guiding organizations through change. Whether the change is adaptive or transformational, leaders must play a proactive role in ensuring that the change leads to desired outcomes. Six key elements that are essential for leading through change are:
- Curiosity
- Courage
- Communication
- Consistency
- Coaching
- Celebration
Curiosity
Curiosity is the foundation of innovation and growth. Leaders who are curious are always seeking to understand the changing landscape, explore new ideas, and anticipate future trends. This mindset is particularly important in adaptive changes, where continuous improvement is necessary. By fostering a culture of curiosity, leaders can encourage their teams to identify opportunities for incremental improvements and stay ahead of the curve.
Curiosity also helps leaders navigate transformational changes. When entering uncharted territory, asking the right questions and exploring various possibilities can lead to innovative solutions that drive the organization forward.
Courage
Change, especially transformational change, requires courage. It takes boldness to challenge the status quo, make tough decisions, and lead an organization into the unknown. Courageous leaders are willing to take calculated risks and make difficult choices, even in the face of uncertainty or resistance.
Courage is not about the absence of fear but about acting despite it. Leaders who demonstrate courage inspire their teams to embrace change and take ownership of the transformation process. This is particularly crucial when the change involves significant shifts in strategy, structure, or culture.
Communication
Effective communication is the lifeblood of successful change management. Without clear, transparent, and consistent communication, change initiatives are likely to fail. Leaders must articulate the vision for change, explain the reasons behind it, and provide regular updates on progress.
Communication is essential for both adaptive and transformational changes. In adaptive changes, it ensures that everyone understands the incremental steps being taken and how they contribute to the overall goal. In transformational changes, it helps manage expectations, address concerns, and build buy-in from all stakeholders.
Consistency
Consistency is about aligning actions with words. Leaders who are consistent in their behavior, decisions, and messaging build trust and credibility within their organizations. This is critical during times of change, as inconsistency can lead to confusion, resistance, and a lack of confidence in the change process.
In adaptive changes, consistency ensures that the organization remains focused on its long-term goals while making short-term adjustments. In transformational changes, it reinforces the new direction and helps embed the change into the organization’s culture.
Coaching
Coaching is a powerful tool for guiding individuals and teams through change. Leaders who contribute as coaches provide support, guidance, and feedback to help their teams navigate the challenges of change. This involves not only addressing technical skills but also helping individuals develop the mindset and resilience needed to adapt to new realities.
In adaptive changes, coaching helps employees develop the skills and competencies required for continuous improvement. In transformational changes, it helps them navigate the emotional and psychological aspects of major shifts, ensuring they remain engaged and motivated.
Celebration
Finally, celebration is an often-overlooked element of successful change management. Celebrating milestones, achievements, and even small wins can boost morale, reinforce the benefits of the change, and maintain momentum. It’s a way to acknowledge the hard work and contributions of everyone involved and to remind the organization of the progress being made.
Celebration is important in both adaptive and transformational changes. In adaptive changes, it helps maintain motivation during long-term initiatives that may not have immediate payoffs. In transformational changes, it provides a sense of accomplishment and helps embed the change in the organization’s culture.
Conclusion
Leading through change is one of the most challenging yet rewarding aspects of leadership. Whether navigating adaptive changes that fine-tune the organization or steering through transformational changes that redefine it, leaders must be equipped with the right mindset and tools. By embracing curiosity, courage, communication, consistency, coaching, and celebration, leaders can significantly increase the likelihood of success in their change initiatives.
Change is inevitable, but with the right leadership, success is not just possible—it’s achievable.
Resources We Love
- Books:
- Leadershift, Maxwell.
- The Science of Organizational Change, Gibbons.
