Is Your Transformation Starting to Feel Like a Competition? Four Tips for Driving Change Through Leadership Alignment
Leaders often ask us, “Why am I finding it so difficult to move my team / organization from point A to point B?” One of the roadblocks to transformation that we frequently encounter is a lack of alignment among leaders. The organization will not be successful if transformation is a competition. Instead, the process must be led by a team of individuals who understand that the only way to move forward is together.
Switch works with organizations to develop strategies and plans to align leadership on the current state, the future state vision, and the path from the former to the latter. Below are four tips to achieve and maintain alignment throughout the transformation process.
GO BEYOND THE VISION
Do not assume leaders who agree a change is needed also agree on what is required to implement the change. In our experience, holding regular touchpoints leading up to launch as well as through the transformation process with project teams and leadership has been an important practice to achieve and maintain leadership alignment. These touchpoints serve to ensure that these stakeholders remain aligned on strategy, tactics, and key decisions so that there are no surprises. All too often, organizations trying to achieve transformation fail because teams fall out of alignment. This happens in large part because fires are not being proactively prevented, they are only being reacted to. There is a correlative relationship between the frequency of quality communication and the success of the project.
SPONSORSHIP MATTERS
An executive sponsor is needed to guide any successful transformation. The process of determining who will fill this role is as crucial as the role itself. This person needs the full support of the company’s leadership. Whether the sponsor reports to the board, the CEO, or a C-suite leader, there cannot be ambiguity around the directive for this person to lead the change. Otherwise, the risk for misalignment will be too high. The executive sponsor is responsible for the success of the change and will help build support at all levels. Defined decision-making guidelines are crucial. It can also be helpful to support the sponsor with a Steering Committee.
CLARIFY ROLES
A lack of alignment around roles can cause a transformation to move at a very slow pace or even to fail. Beginning with the executive sponsor and cascading down to other key leaders in the organization, everyone should know their defined role in the transformation as well as the role of every other leader. This is why Switch works with organizations to not only create a transformation plan, but also to effectively communicate the plan to the organization. Course corrections can be made very easily if roles are clearly defined from the beginning and communication between leaders is prioritized.
DON’T STOP AT LEADERSHIP
Switch works with organizations to create change champion networks. The benefit of these networks is not only to the transformation, but also to the team members who serve as champions. This opportunity helps them grow their leadership capabilities. Change champions become the hands and feet of the executive sponsor and change leaders. They are a critical network of stakeholders who have the respect of their peers. Switch partners with clients to design communications, trainings, and engagements for the champions so they feel empowered to lead change among their peers. When change management plays a leading role in organizational transformation, not only will the transformation be successful, but the culture of the organization will be enhanced as well.
Aligning leaders is not only helpful when an organization is about to go through a transformation. Whenever an organization wants to reduce risk and increase outcomes, improved alignment among leaders is a tried and proven lever to pull.
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