Inflation has been a hot topic on everyone’s minds over the last few months. As business change leaders what questions are you asking? Maybe it’s about how to tackle the chronic shortages (or retention) of skilled employees. Maybe you’ve been questioning whether investing in and implementing new technology will improve efficiencies even though profits are being hit by rising prices.
Think about another scenario. In recent weeks the arrival of ChatGPT has been headline news. What are you asking now? Maybe you’re wondering whether your competitors are getting ahead of the game on its benefits to your industry. Maybe you’re asking whether it’s simply a trend that will be gone within months.
Both these examples show that however experienced a change leader you are, new things pop up in the real world which you may not have the immediate answers to. While many of you might have been professionally trained in business change management and / or project management at the start of your career how many of you have refreshed that learning, or learned something new based on the very real new-world challenges that continue to appear?
In our first article we said that change leaders are the senior or local leaders that people look to when questioning whether or not to take a change seriously or for information about a change. In times of unknown change, they’re also looking to change leaders to inspire confidence; they want guidance, consistency and a clear set of expectations to help them navigate through uncertain times.
Too often change leaders can get caught up in the pace of change that they don’t have the time to develop themselves or their teams. We know it can be hard to find the time but learning new skills and enhancing existing ones will make you and your team more effective and give you thinking space which could bring new approaches to a programme that you may not have considered – so the time spent developing will be paid back!
There are three broad training areas to consider.
Individual leadership coaching. Essential roles of a change leader include creating a shared vision, motivating your team and engaging stakeholders effectively. To do this it’s important to understand your own leadership style, the impact and influence you have and when to adapt them.
Effective communication. Being able to define and articulate what the change is about is vital. When you consider that you’re working with multi-generational employees in a blended / hybrid work environment you need to ensure you’re using the right channels and the right tone, so it meets their needs and importantly engages them. And it’s not just about pushing the communication, you need to have the skills to listen too.
Developing your team: Bringing your team together for specific learning opportunities will enable you to identify any skill or knowledge gaps within your team that could impact the success of your programme. It will also highlight any need for personal development for individual members of your team. And giving your teams the space to learn is likely to motivate them highly too!
Leaders and employees need to be equipped with the tools and skills to deliver change and be motivated and prepared to develop specialist change management knowledge and experience. We can help you review your strategic aims, identify the gaps and opportunities for development, and provide you with a proposed plan that will work around your existing deliverables.
About Marlowe
We have spent more than two decades delivering to organisations as expert change managers, and coaches / mentors. Our people have the skills you need, to get the results you want. Our people have security clearance and are Master level Accredited Change Managers.
Please contact us to find out more about how we can support your teams.