Change is inevitable. It is our responses to change that dictate happiness and success, but governing our personal responses to change may be easier said than done. Many of the factors surrounding change may be outside of our control. Leaders, on the other hand, have a key role and responsibility to lead change in their organizations and teams in a way that sets everyone up for success. Effective leaders are aware that change is difficult and that intentional strategy for leading change is a necessary component of good leadership. This blog series will focus on perspectives and strategies that leaders can adopt to effectively manage change.
Impetus for change can come from external forces. External forces are beyond one’s control and the change must happen regardless of feelings about the change or resistance. Here are a few examples of external forces driving change:
Strategy for Leading Change
Developing a strategy for leading change may look different depending on whether the driver of the change is internal or external. However, it is in a leader’s best interest to leverage models for change management to help facilitate changes in their teams or organization. There is no one-size-fits-all model for change management. Kotter’s 8-step change model is a great model for leading change from internal forces. The ADKAR model is a great addition for creating structure in the implementation of other change models. A savvy leader will use a blend of models or leverage different models under different circumstances.
In this blog series, common strategies among the various change models will be highlighted to help leaders identify areas of improvement and opportunities for increased strategy when leading change.