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8 Characteristics of leading Transformation for Leader

  • By faber
  • April 30, 2019

A lot of people resist change because it gives them a sense of insecurity. It is difficult for them to accept the change; they need to understand the need for change and how it will impact them. In this article, we will discuss about 8 Characteristics of leading Transformation as a Leader.

If you are a leader working on a change initiative, then keep the below pointers in mind:

  • Lead the story:

When you do not communicate the need for change, then employees fill those gaps with their assumptions which can end into one of the worst nightmares. Rather as a leader, you should take lead to communicate change in an early phase of the transformation journey. The need for change and transformation should be explained to the team as early as possible.

  • Deliver the message more than one time:

It might happen that employees might not be able to relate with the change initiative at first go. As a leader, you should take efforts to make them understand so that they accept the change fully and they believe that the change is the reality.

  • Build Trust:

Not only in new teams but in the established teams as well, building trust time and time again is highly required. Especially when speaking of change, there is a higher need for building and bridging the gaps for trusts. While communicating about the future, make sure that you make promises which can be kept, and when looked back on those communications, those kept promises are celebrated.

  • Be visible:

A senior leader is a beam of light in the darkness for the organization at times of transformation journey. And at the same time, it is so important for the leader to be visibly present holding the steering and leading with confidence.

  • Remember the hierarchy need:

All your employees are humans, and which is why at time of the change, you need to communicate with them about their concerns of insecurities. That is, they need to be communicated about the safety of their jobs, roles, how changes might impact them, and where they fit in the new structure.

  • Build the momentum:

As the journey of change and transformation goes on, the employees will slowly start taking each step forward on the new path. The success will soon start coming with it which will lead to the reduction in anxiety about change and will finally diminish. Once that happens, leaders should make sure that they celebrate the success with their teams.

  • Be accessible:

Few things matter the most in times of transition. Not just trust building or communication or support for employees but it also needs additional guidance from the leader to support that will be needed with new ways of working.

  • Show them the vision:

Break the journey into quantifiable measurements so that as and when your employees go further in their journey, they can see the final goal.

In the end, the team will work only if they will see that the leader is leading them to a better place. So, go paint the vision of the company, explain the vision, show the team how to achieve them, and you will all get there together.

Compiled by Faber Priyal & Faber Mayuri