The dramatically evolving digital age with the influx of advanced technologies has changed the way businesses operate and interact with their customers across the globe. Economic volatility, market dynamism, and cultural diversity demand organizations to stay agile manifesto and ever-ready for introducing product development, profit areas, and enhanced capabilities. Companies that fail to change, fail to grow and ultimately fail to sustain and live up to customer expectations.
In a top-down inspired workplace, departmental silos and hierarchical structures often lead to increased dependencies, delays in decision-making, missed opportunities, team-wide confusions, and employee identity crisis.
Managing changes within an organization is no longer a momentary situation or a temporary condition wherein employees can be told that this too shall pass. Rather, change in any form needs to be positively embraced as a part of the corporate culture. Apart from driving operational efficiencies, cost-effectiveness, and process enhancements, change management plays a much bigger role in the business fabric.
‘Change’ should be treated as an interwoven element of the business strategy at large. A leader in this regard needs to ensure that the identified, introduced, and implemented changes are making a positive difference at all levels regardless of the organizational hierarchies, ranks, or silos. A leader who is also a change agent believes in getting the right things done through the right people at the right time without creating any added hassles.
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A change-driven leader would require to be proactive, pragmatic, passionate, and productive. Most importantly, he/she should be a people person with the capability of communicating clearly and concisely. That means using inclusive language to engage your team, and set clear targets. Desperate times often call for desperate measures and who else can lead through these ups and downs except for a leader who is also a change agent. A good leader must ensure organizational readiness for changes, transformation, and evolution. At the same time, a successful leader who claims to be a change agent ensures to reinvent his/her own capabilities to prove the relevance to their evolved roles and responsibilities. They lead through examples that they set for themselves.
An effective change agent thinks beyond just the team achievements; he/she wants the company along with all its employees to grow, which requires high levels of willingness, dedication, accountability, and action. They should always be ready to explore better ideas, renew their thoughts, reinvent ways of work that can make maximum impact and influence at the earliest. Hence, change leaders need to have:
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Most importantly, a leader who is a change agent shows sufficient courage to choose the less trodden path, in order to discover new ideas, business areas, and benefits for the company’s betterment. Great leaders who love embracing change never fail to prove their credibility as they are always driven by measurable results. They prove their trustworthiness to the decision-makers as well as to the employees and subordinates.