When it comes to leading transformative change and being adaptable in responding to uncertainty, a leader's mindset can be a game-changer. Here are just a few ideas that could help you shift your way of thinking...
I’ve worked with leaders who get mired in managing change, rather than truly leading it. The two things are very different. Change management tools are great - you’re using structures, frameworks and tools that can support the implementation of a new solution (like new technology, processes or organisation structures) and help people adopt and embed the behaviours needed to make the transition a success.
But a change leadership mindset is a very different thing. It incorporates beliefs and ways of thinking that can help transition and transformation fly. This mindset isn’t just about the practicalities of rolling-out and embedding a specific solution - it’s focused on inspiring an organisation-wide, change-ready mindset that helps people flex and adapt and feel empowered to identify and create change.
Momentum, inspiration, acceleration, forward-thinking – these are all words that spring to mind when I think of change leaders I’ve worked with.
Get comfortable with discomfort – and help others with this, too
Part of any leader’s role is to understand that change and adaptability can be hard. It’s rare that shifts in any organisation go exactly to plan and leaders need to make the hard decisions (and deliver them too), particularly when things get tough.
As an example, being able to recognise, communicate and deal with the fact that we’re all different and so people’s emotional responses to change – and their comfort or discomfort with it – will be different too, is a hugely powerful leadership skill.
Consider your own mindset – fixed or growth?
If you have a fixed mindset, you’ll believe that your skills and abilities can’t be changed which makes it very tricky to introduce new approaches and ways of working. Fear of failure is the norm. With a growth mindset on the other hand, you’ll be seeking out opportunities, relishing them as experiences for development. Whichever approach you take as a leader, it’ll be reflected in your organisation or team’s culture.
One great example of this is Satya Nadella, CEO of Microsoft. By shifting the organisational mindset from fixed (hierarchical, rigid and ‘know it all’) to a growth, ‘learning it all’ mindset, that supported more experimentation, curiosity and empathy, he transformed the company's culture. The ripple effect across the organisation from improved financials to better employee engagement was an amazing turnaround.
Think longer-term – and be equipped for that
A focus on quick wins can undermine longer-term transformation. Although quick wins can play an important role, if the focus on them is too great it can make you blinkered to deeper changes that might be needed for sustained success. Think about the important elements for the long-game too – customer experience, your brand, employee engagement and training, building trust… the list goes on.
Learn to let go
Leaders who hold on to strategies that once worked may struggle to adapt to the reality of what’s happening now. It might feel very hard to let go of something that feels like it’s working. But instead, think about the outcomes you’re seeking for yourself and your organisation and how you else you might achieve them. This can help you to let go and think differently.
“If you always do what you’ve always done, you’ll always get what you’ve always got”
Leaders play a pivotal role in shaping the success of organisational change, whether it’s planned (like a project or programme) or situations that emerge and drive change – like a change of government or regulation.
By shifting your leadership mindset from one of control and short-term, to a change mindset - one of growth, empowerment and longer-term thinking, helps to make transformation easier and it becomes more straightforward to flex and make the most of opportunities.
If you’d like to explore how you might challenge your own beliefs, shift your mindset and help you and your organisation to successfully adapt and evolve, get in touch.