- Understanding the transition that employees will be going through - anyone experiencing a change typically goes through three phases (as described by William Bridges in his book "Transitions"). He says that there is a letting go phase where people are fearful, uncomfortable, and questioning the change, a neutral zone phase where there is time for creativity and innovation as the past is gone and the new is not quite here yet, and a begin the new phase where employees begin to accept the change, and perform to their initial levels again.
- Get feedback - as your are going through a change it is important to solicit and listen to feedback from your employees. There may be things that you need to change or tweak as a result of their input. Also you can understand whey they may be resisting a change and take actions to help them move through that resistance.
- Model the new behavior - as you are initiating change in the organization make sure that you are exhibiting the behaviors that you would like the organization to shift into. Employees will do more of what you do than what you say and look to you as a model for the new habits.
As you move from manager to leader a big part of the role becomes promoting and managing change. In order to be effective as a leader you have to be able to have your team or organization buy into the change that you are promoting (such as a new strategy, process, or technology), engage them in the effort and guide them through to accepting the change. What are the key avenues for promoting change as a leader?
Have you ever had employees who were just not that engaged in the work that you are doing? Or not that motivated to get things done? Well as a leader it is critical to have the skills to be able to influence and engage with your employees in a way that makes them want to step up and work in the environment that you are creating. What does that take?
How engaged and motivated are your employees? What could you be doing better from the areas noted above to engage your employees more?
What does it take to be an effective leader? One component is setting a vision. But how hard is it to set a vision? Don't we all have ideas on how we would like to see things? That can be the case, but a true leader has dug deep, looked at their core values and beliefs about life and how they want to serve it, and created a vision that truly resonates with the person that they are. They understand what their true strengths are, how they best can utilize those strengths to make a difference, and they have the conviction to follow through on those values and beliefs.
Are you a manager but want to move into a leadership role? What is the difference and what are the skill sets needed to really be a leader? In my experience a few of the major components of moving from manager to leader entail:
Monica Thakrar has over 18 years experience in business focused mainly on strategy, change management, leadership development, training and coaching resulting in successful implementations of large scale transformation programs.