From my experience of successfully leading and managing major organisational change, I developed a transition for change process using an organisational led approach for identifying sustainable solutions to presented problems. This approach enlists that all-important leadership competency (E)-Factoring, the capacity to (E)nable people and organisations to succeed. This process has been designed to develop the necessary Organisational Leadership and Management competencies to enable you and your organisation to thrive in today’s business environment.
Leadership and Management Development
Experience continually demonstrates that the missing piece of many organisational leaders’ and managers’ development puzzle is that they are not taught to understand the induced social-technical behavioural dynamics when managing organisational change.
This claim is supported by a recent survey of senior executives who were asked what their biggest leadership challenges were:
- 42% stated managing, understanding and leading change being their biggest challenge.
- 36% said their biggest challenge was inspiring others to achieve results.
- 17% quoted dealing with an uncertain economic and political environment as their biggest challenge. (Cranfield School of Management)
These research findings demonstrate the dependent relationships between each of these elements. For example, challenges one and two are part of the same process: change one and it affects the other in that when you change from one performance culture to another you have to make a transition both organisationally and personally. Challenge three when examining these economic and political issues automatically influences the behaviour of your organisation and the need to lead and manage the challenges expressed in one and two. In essence, they all have dependent relationships that have to be considered together in any transition for change process.
The process of using an organisational led approach is specifically designed for anyone wherever positioned within an organisation. If you are leading people, managing a department or section of an organisation, you will need to understand how to develop and use these organisational leadership competencies. The benefits of using an organisational led approach is that the developed performance improvements transfer directly into the individuals, teams and organisation’s performance.
In theory, theory and practice are the same in practice are they not?
These transitions for change programmes are developed within your existing organisational culture, which means that there is no requirement to make any further translation and you are the practicing change agent. This process eliminates the need to translate what is learnt through reading motivational articles and/or attending professionally presented development programmes.
The “Power of One” is invested when leaders change their mindset and adopt an organisational approach to solve presented problems – their influence and power increases significantly.
Organisational change will continue to increase and the demands being made will be immediate. You probably don’t have the luxury to spend many years studying and learning through your mistakes, so see this as an opportunity to accelerate your organisational leadership development.
If you have issues you want to explore or you want to test some assumptions about the processes employed, please do not hesitate to use the following contact details.