PDF Summary:That's Not How We Do It Here!, by John Kotter and Holger Rathgeber

Today's fast-paced business world demands more than rigid management structures or loose leadership alone. In That's Not How We Do It Here!, John Kotter and Holger Rathgeber make the case for combining tight management practices with inspired leadership. They demonstrate how balanced "combined benefits" organizations gain the efficiency of established procedures along with the innovative drive to adapt swiftly.

The authors provide specific strategies for breaking free of stagnant systems while avoiding organizational chaos. Their approach empowers employees, fosters constant evolution, and allows companies to outmaneuver disruptions threatening traditional bureaucracies. With this integrated mindset, firms bolster talent retention and position themselves for enduring success.

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Other Perspectives

• Positioning such organizations in the "lower left" could be an oversimplification, as leadership and management qualities can be more nuanced and not easily plotted on a two-dimensional matrix.
• The idea that the lower left quadrant is inherently dangerous assumes a one-size-fits-all approach to organizational structure, which may not apply to all types of businesses or industries.
• The presence of operational breakdowns does not necessarily preclude the achievement of strategic goals; it may simply indicate a need for different metrics of success.
• The assumption that all organizations must scale in the same way may overlook the value of niche markets and the success of businesses that choose to remain small and specialized.
• Some companies have successfully operated in a state that resembles the lower left quadrant for extended periods, leveraging their innovative culture to disrupt industries and outmaneuver competitors who are bogged down by overly bureaucratic management systems.
• Management frameworks, while important, are not the only solution to prevent chaos; a strong organizational culture and clear communication can also play significant roles in maintaining order and efficiency.

The Importance of Balancing Leading and Handling Management

The authors argue that organizations need to balance managing and leading to achieve sustainable success in today's complex and dynamic world. They emphasize that managing and leading are distinct but complementary functions, each crucial for addressing specific organizational needs.

Management and Leadership: Different but Essential Functions

The authors clearly distinguish between managing and leading, highlighting their unique roles and contributions to organizational success. They argue that:

Management Ensures Efficient Operations in Intricate Companies

The authors explain that management involves ensuring efficient operations in complicated entities. It centers on:

• Planning and Budgeting: Establishing clear goals and allocating resources effectively to achieve those goals.

• Organizing and Staffing: Creating structures, defining responsibilities and duties, and securing the right talent to execute tasks.

• Controlling and Problem Solving: Monitoring progress, identifying and resolving issues, and ensuring that things run smoothly.

The authors emphasize that management systems and processes are crucial for achieving consistent performance, managing complexity, and delivering reliable results day-to-day.

Other Perspectives

• In some cases, excessive management can lead to bureaucracy, which may hinder efficiency rather than enhance it.
• Planning and budgeting may not always lead to effective resource allocation if the goals set are not realistic or adaptable to changing circumstances.
• Securing the right talent is not just a matter of hiring qualified individuals; it also requires ongoing training and development to adapt to changing business needs and technologies.
• Monitoring progress too closely can create a culture of surveillance that may decrease trust between management and employees.
• Management systems and processes need to be continuously updated to remain relevant; otherwise, they may become outdated and ineffective in managing current complexities.

Leadership Spurs Innovation and Adaptation

Leadership, conversely, is about inspiring change, fostering innovation, and adjusting to a dynamic environment. It involves:

• Establishing Direction: Articulating a clear and persuasive future vision that inspires and energizes others.

• Aligning People: Communicating the vision effectively, building consensus, and establishing a shared sense of purpose.

• Motivating and Inspiring: Empowering individuals, fostering a positive and supportive environment, and promoting both individual and collective action.

The authors argue that leading is crucial for navigating change, seizing opportunities, and driving the organization towards a desired future.

Other Perspectives

• Innovation and adaptation can sometimes emerge from grassroots movements within an organization, without direct leadership intervention.
• In some cases, a clear future vision may be less important than the ability to respond flexibly and adaptively to unforeseen challenges and opportunities.
• Building consensus can sometimes lead to a compromise on the vision, potentially diluting its effectiveness and impact.
• The idea that leadership always motivates and inspires may overlook individual differences; some people may find motivation from within or from peers rather than from leaders.
• Overemphasis on leadership can undermine the importance of collaboration and collective decision-making within an organization.

Organizations Need Management and Leadership to Thrive

The authors stress that organizations require both management and guidance to thrive in the current increasingly complex and dynamic business environment. They argue that neglecting one in favor of the other creates an imbalance that leads to:

Integrate Both for a Combined Approach

The authors recommend integrating both leading and managing into what they call a "combined benefits" approach. This approach requires acknowledging the essential roles of both functions and establishing a system where they work in synergy. They suggest incorporating elements of each:

• Structure and Flexibility: Maintain a core framework and established processes for managing routine operations, while fostering a culture of adaptability and innovation that encourages new ideas and experimentation.

• Control and Empowerment: Establish clear lines of accountability and defined roles, while empowering individuals and teams to take initiative, make decisions, and contribute creatively.

• Efficiency and Agility: Pursue both efficiency and agility, balancing the requirement for reliable, consistent performance with the ability to respond swiftly to changing circumstances.

Practical Tips

• Experiment with role-swapping in a team or group setting to experience the different demands of leading and managing firsthand. For a set period, switch roles with someone who typically handles tasks that are different from yours – if you're usually in a visionary role, take on more management tasks, and vice versa. This will help you understand the challenges and benefits of both roles and can lead to a more empathetic and integrated approach to your responsibilities.
• Partner with a friend to hold each other accountable for recognizing and performing essential roles. Set up weekly check-ins to discuss what essential tasks you've each completed, what you've learned about their importance, and how focusing on these has impacted your daily life.
• Use a time-tracking app to identify patterns in your day-to-day activities. By tracking how you spend your time for a week or two, you can pinpoint which tasks are taking longer than they should and adjust accordingly. For instance, if you notice you're spending an hour each day answering emails, you might decide to set a specific time block for this task to increase efficiency.
• Engage in "Skill Swap" sessions with friends or colleagues to build adaptability. Once a month, teach someone a skill you're proficient in and learn a new one from them. This could range from a new language to a craft or a tech tool. By doing this, you're not only learning new skills but also practicing teaching and adapting to different roles and perspectives.
• You can foster creativity by setting aside a "wild card" hour each week where you explore a new hobby or skill unrelated to your current interests. During this time, you might take up activities like sketching, learning a few phrases in a new language, or trying out a simple DIY project. This practice can help you develop a mindset open to experimentation and can lead to innovative ideas in other areas of your life.
• Use a project management app to track contributions to group projects or shared goals with friends. Assign roles and tasks within the app, and use its notification system to remind each person of their responsibilities and deadlines, fostering a sense of accountability without needing face-to-face reminders.
• Turn your social media into a brainstorming platform by posting open-ended questions related to your interests or projects and inviting your followers to share their creative ideas. This not only gives you a diverse range of perspectives but also engages your network in a meaningful way. For example, if you're interested in gardening, ask for innovative ways to repurpose household items as planters.
• Develop a "flexible project list" that categorizes tasks by urgency and adaptability, allowing you to shift gears quickly when unexpected opportunities or challenges arise. This could mean having a mix of tasks that require deep focus and others that are more routine and can be paused and resumed easily.

Focus On Only Management or Leadership Leads to Decline

The authors reiterate that organizations solely focused on either management or leadership risk falling into decline.

• Management-Focused: These organizations become rigid, develop bureaucracy, and are sluggish in adapting, potentially missing opportunities and falling behind competitors in rapidly evolving markets.

• Leadership-Focused: These organizations, while initially innovative and adaptable, often struggle to scale up as complexity increases, leading to operational breakdowns and inconsistencies in performance.

The authors emphasize that a balanced approach that integrates both managing and leading is crucial for achieving sustainable success in the current demanding business environment. They suggest that achieving a harmonious balance between "want to" and "have to," between individual initiative and structured systems, is the key to long-term organizational success.

Other Perspectives

• Rigidity in processes can be a strategic choice to maintain quality standards and ensure compliance with regulations, which is critical in certain industries like healthcare or aviation.
• Scaling challenges are not exclusive to leadership-focused organizations; they can also occur in management-focused organizations that may be too rigid to adapt to the scaling process.
• The effectiveness of a balanced approach may depend on the skills and competencies of the individuals within the organization, and not all organizations may have access to personnel who can effectively integrate both management and leadership.
• In some cases, external factors such as market disruptions, technological advancements, or changes in consumer behavior may require a more extreme shift towards either individual initiative or structured systems, rather than maintaining a balance.

Specific Strategies for Integrating Leadership With Management

Kotter and Rathgeber outline specific strategies for integrating management and leadership within organizations. They emphasize the importance of establishing an urgent mindset, fostering a network of leadership beyond formal hierarchies, and institutionalizing successful initiatives within the management framework.

Create Urgency and Possibilities for Change

The authors highlight the significance of creating a widespread feeling of urgency around the necessity for change and the potential opportunities that change offers. They suggest doing this by:

• Communicating the Possibilities: Clearly and with enthusiasm, articulate the opportunities that lie ahead, emphasizing the potential benefits of a more adaptive and innovative approach.

• Highlighting the Need for Change: Openly acknowledge the challenges the organization faces and the drawbacks of its current approach in addressing those challenges.

• Building a Compelling Case for Action: Provide concrete evidence, not just rhetoric, to back the argument for change and the advantages of embracing a leadership-driven transformation.

Form a Diverse, Empowered Coalition to Direct Change

The authors stress that transforming an organization requires building a diverse and empowered coalition of individuals committed to guiding the change effort. This coalition, they argue:

• Should include various departments and levels: Assembling individuals with diverse perspectives, expertise, and influence fosters greater buy-in and a more comprehensive approach to addressing complex challenges.

• Should be empowered to make decisions and take action: This coalition should not merely be advisory; it needs the authority and autonomy to act decisively, remove barriers, and drive change across the company.

Practical Tips

• Create a 'perspective jar' for decision-making moments where you write down different roles or perspectives on slips of paper, such as 'environmentalist,' 'economist,' 'student,' and 'parent.' When faced with a decision, draw a slip and consider the decision from that viewpoint to ensure a diverse range of considerations are factored into your decision-making process.
• Create a decision-making framework that empowers a small team to implement changes without seeking approval for every step. This could involve setting clear objectives and boundaries within which the team can operate autonomously. For example, if you're leading a project at work, establish a 'change team' with specific members who are given the freedom to make decisions on how to best achieve project goals within a set budget and timeline.

Strategy and Initiatives for Opportunities

The authors emphasize the importance of crafting a clear and compelling strategic outlook that articulates the organization's desired future and outlines specific initiatives for seizing opportunities and navigating challenges. This vision, they argue:

• Should be based on a deep understanding of the organization's strengths, weaknesses, and the opportunities and threats within its environment.

• Should outline clear, actionable steps for moving towards the desired future, focusing on specific initiatives that address key challenges and capitalize upon emerging opportunities.

Practical Tips

• Implement a monthly "strategy audit" with a trusted friend or mentor. Schedule a recurring meeting to discuss your strategic outlook and progress. Use this time to get feedback, brainstorm improvements, and hold yourself accountable to your personal goals. Having an external perspective can provide valuable insights and encouragement to stay on track with your strategic intentions.
• Write a future diary entry dated five years from now describing your ideal day. This exercise forces you to concretely imagine the future you're working towards. Detail the achievements, lifestyle, and relationships you aspire to have. Reviewing this entry regularly can help keep your actions aligned with your strategic outlook.
• Conduct informational interviews with professionals in your desired field to gain insights into the internal and external factors that impact success in that area. Ask about the challenges they face, the skills they find most valuable, and the trends they see shaping the future. Use this information to refine your personal goals and strategies for achieving them.
• Use a visual progress tracker, like a goal thermometer, to represent steps toward your desired future. This can be a poster on your wall or a digital graphic that you update regularly. Each segment of the thermometer represents a milestone or action step from your strategic plan. As you complete each step, color in the segment to visually represent your progress, which can be a powerful motivator and a clear way to see how each action contributes to the bigger picture.
• Engage in micro-volunteering online to contribute to initiatives that address key challenges in various communities. Platforms that offer bite-sized volunteering tasks can help you apply your skills in real-world scenarios. For example, if you have a knack for graphic design, you could help a non-profit create compelling visuals for their campaign on climate change, thus contributing to a larger initiative while honing your own skills.

Enlist a "Volunteer Army" to Execute Initiatives and Remove Barriers

Kotter and Rathgeber advocate for enlisting a "volunteer army" of individuals who are passionate about the vision and committed to driving change. These individuals, they suggest, should be drawn from all levels of the organization and empowered to:

• Execute Initiatives: Participate actively in developing and implementing the specific initiatives outlined in the strategic vision.

• Remove Barriers: Identify and address the organizational and cultural barriers that hinder progress, working to eliminate obstacles and establish a more supportive environment for change.

• Lead Through Example: Encourage and inspire others through their own dedication and by showcasing how the new approach is advantageous.

Communicate Goals and Initiatives Broadly to Build Momentum

The authors stress the essential role of communication in driving successful change. They suggest:

• Communicating the Goals and Initiatives Clearly and Consistently: Ensure that the goals, the efforts, and the progress being made are effectively communicated across all levels of the company.

• Transparency and Openness: Create a culture of transparency and open communication, encouraging feedback, addressing concerns, and fostering a feeling of shared ownership for the transformation initiative.

• Utilizing Diverse Communication Channels: Leverage a variety of communication channels to ensure that the message reaches a wide audience, including formal meetings, informal conversations, email, newsletters, and internal social media platforms.

Practical Tips

• Start a weekly "Goals Digest" email for your team or family. Communication isn't just about stating goals once; it's about keeping them in the conversation. Write a brief, bullet-pointed email that recaps the goals, any progress made, and what's next on the agenda. This keeps everyone aligned and informed, and it encourages a culture of transparency and accountability.
• Start a personal "Openness Journal" where you record instances where you were transparent about your thoughts and feelings, as well as times you held back. Review this journal weekly to identify patterns and set goals for increased openness in specific areas of your life. This self-reflection can help you become more aware of your transparency levels and encourage you to open up more often.

Celebrate Short-Term Wins to Sustain Energy and Commitment

The authors emphasize the importance of celebrating short-term wins to sustain energy and commitment throughout the change process. These wins, they argue:

• Provide tangible evidence of progress: Demonstrating that the new approach is yielding results helps build confidence and maintain momentum for the change effort.

• Boost morale and strengthen commitment: Acknowledging wins, even small ones, reinforces the positive impact of the transformation and inspires individuals to stay engaged.

• Counteract resistance and skepticism: Publicly recognizing early wins aids in silencing critics, addressing doubts, and reducing resistance to the ongoing transformation.

Practical Tips

• Share your progress in real-time with a peer accountability group. Find or form a group of individuals who are also working towards personal goals and agree to regular check-ins where you share your early wins. This creates a supportive environment and provides an external source of validation, which can be particularly helpful when facing skepticism. If you're learning a new language, your group could consist of fellow learners with whom you share weekly updates on new words or phrases you've mastered.
• Designate a "celebration ritual" for every small goal achieved, such as playing a particular song, taking a five-minute dance break, or treating yourself to a favorite snack. Associating these pleasures with your victories can create a positive feedback loop that encourages you to seek out more successes.

Institutionalize the Successful Initiatives Within the Organizational Hierarchy

The authors stress that to achieve lasting change, successful initiatives must be integrated into the managerial framework. This involves:

• Integrating new processes and systems: Embed the successful initiatives, such as the Meerkat's bug farm, into the formal structure and processes of the organization. This might involve creating new departments, refining job descriptions, and updating performance metrics to reflect the revised priorities.

• Aligning policies and resource allocation: Ensure that the organization's policies, resource allocation, and performance management systems support the ongoing adoption of the new working methods.

Maintain the Parallel Leadership-Driven and Management-Driven Systems

The authors advise maintaining two parallel systems where both leadership-driven and managerially guided approaches are in use. This requires:

• Continued engagement of the leaders' network: The volunteer-based, network-driven structure that spearheaded the change should remain active, continually seeking out new opportunities, experimenting with innovative solutions, and ensuring that the organization remains adaptable and responsive to shifts in the environment.

• Close collaboration between the two systems: Foster close collaboration and communication between the leadership-driven network and the management-driven hierarchy, ensuring that the new initiatives are properly integrated and that the organization as a whole benefits from both its agility and its efficiency.

Practical Tips

• You can create a dual-track decision-making journal to balance leadership intuition with managerial logic. Start by dividing a notebook into two sections: one for instinctual, leadership-driven decisions and another for analytical, managerially-guided choices. Whenever you face a decision, write down the decision in both sections, detailing the gut-feel approach in one and the data-driven approach in the other. After a set period, review your journal to see which method led to better outcomes and learn how to balance both approaches effectively.
• You can diversify your professional network by joining a virtual coworking space. Virtual coworking spaces are online platforms where individuals from various industries gather to work independently, but together. By participating, you'll meet professionals from different fields, which can lead to discovering new opportunities and innovative solutions that you wouldn't encounter in your usual network. For example, if you're in marketing, you might connect with someone in tech who can introduce you to the latest digital tools.
• Create a personal "change journal" to track and adapt to life shifts. Start by noting down any significant changes in your personal or professional life, then brainstorm potential responses or adjustments you could make. For example, if you notice a shift in your industry, you could explore new skills or certifications that would keep you competitive.
• Set up a "test kitchen" approach for your initiative by trying out a small-scale version before fully integrating it into your life. This could mean dedicating one week to a new dietary change to see how it affects your energy levels and daily routine before deciding to make it a permanent part of your lifestyle.

How This Integrated Approach Can Help

Kotter and Rathgeber highlight the numerous benefits of adopting an integrated approach that combines management and leadership. They demonstrate this approach leads to enhanced organizational agility, increased innovation, and improved talent retention.

Enables Companies to Be Reliable/Efficient and Adaptive/Innovative

The authors argue that integrating leading and managing creates an ideal scenario, enabling organizations to reach a crucial balance between competing needs.

Retains Management Strengths While Adding Leadership Dynamism

This approach, according to Kotter and Rathgeber, allows organizations to retain the strengths of traditional managerial systems:

• Dependability and Effectiveness: Maintain the ability to execute routine tasks effectively, manage complex operations, and deliver predictable outcomes consistently.

• Organization and Control: Preserve defined responsibilities, well-defined processes, and established systems for monitoring performance and ensuring accountability.

However, this approach exceeds conventional management by incorporating the dynamism and adaptability that leaders foster:

• Adaptability and inventiveness: Enables the organization to respond swiftly to changing circumstances, anticipate disruption, and develop creative solutions to emerging challenges.

• Empowerment and Engagement: Fosters a culture of individual initiative, encourages experimentation, and motivates employees to contribute their ideas and talents fully.

Practical Tips

• You can create a personal accountability chart to maintain organization and control in your daily life. Start by listing your weekly tasks and responsibilities, then assign specific days and times for each, ensuring you have a clear structure to follow. This method helps you visualize your commitments and manage your time effectively, similar to how a manager would oversee project timelines.
• Empower yourself by identifying a decision each week that you usually delegate or avoid, and take full ownership of it. By making the decision and reflecting on the process and outcome, you'll build confidence in your ability to lead and influence outcomes in various aspects of your life.
• You can foster a culture of initiative by starting a "15-Minute Brainstorm" session each day where you and your colleagues quickly pitch new ideas without any preparation. This encourages spontaneous thinking and values each person's input, potentially leading to innovative solutions that might not emerge in a formal setting.

Attracts and Retains Top Talent Thriving In Empowered, Entrepreneurial Settings

The authors emphasize that this integrated approach is not just beneficial for organizational performance but is also vital for drawing in and keeping top talent. They posit that:

• Empowerment and Contributions with Purpose: Provides employees with greater opportunities for personal growth, significant contributions, and the ability to take ownership of their work, elements highly valued by talented individuals.

• Attractive Work Environment: Creates a more dynamic and engaging work environment characterized by collaboration, innovation, and a unified sense of purpose. This makes the organization more appealing to individuals who seek fulfilling and impactful careers.

Other Perspectives

• The concept of ownership over work could potentially create silos and reduce collaboration if not managed carefully, as employees might become overly protective of their projects.
• An emphasis on an attractive work environment may overshadow other important factors such as job security, compensation, and work-life balance, which are also crucial for employee satisfaction and retention.

Enables Success in a Rapidly Evolving, Disruption-Prone Business Environment

The authors stress that an integrated approach is essential for organizations to succeed in the rapidly changing and disruption-prone business environment of today. This approach:

• Enables Rapid Adaptation: Provides businesses with the flexibility and responsiveness needed to adapt to new trends, emerging technologies, and unforeseen challenges.

• Fosters Innovation: Creates a culture of continuous improvement and innovation, enabling organizations to anticipate change and proactively develop solutions before being overwhelmed by external forces.

Practical Tips

• You can create a personal "trend radar" by setting up a simple spreadsheet to track emerging trends in your areas of interest. Start by identifying five areas you're passionate about or that impact your life, such as technology, health, finance, education, and entertainment. For each area, dedicate a column in your spreadsheet and weekly, jot down any new trends, technologies, or challenges you come across in articles, podcasts, or social media. This habit will help you notice patterns and prepare for changes more proactively.
• You can start a personal "innovation journal" to track and reflect on daily experiences that could be improved. By writing down moments when you encounter inefficiencies or frustrations, you'll begin to see patterns and opportunities for innovation. For example, if you consistently find yourself wasting time during a certain part of your day, brainstorm proactive solutions and document them in your journal.

Overcoming Reluctance to Evolve

The authors acknowledge that combining management with leadership often encounters resistance within organizations. They emphasize that understanding what causes resistance and addressing them strategically is crucial for successful change.

Organizations Resist Leader-Led 'Second Systems'

The authors explain that institutions tend to naturally resist the introduction of leader-driven "second systems," those that run parallel to the formal management-directed structure. This resistance stems from fear.

Fears Of "Discarding" Their Success

Management-focused organizations often fear that embracing leadership-driven change requires "discarding" the very systems and processes that have contributed to their prior achievements. This fear, according to the authors, is often misplaced, as the integrated approach is about building upon existing strengths, not replacing them.

Other Perspectives

• Embracing leadership-driven change does not have to be perceived as discarding existing systems; it can be viewed as an opportunity for evolution and refinement of those systems.
• The concept of building upon existing strengths could lead to an overemphasis on past successes, potentially stifling innovation and the willingness to take necessary risks for significant change.

Perceived Threats to Their Power and Control

Individuals in positions of authority within the management structure may see networks led by leadership as a threat to their power and control. They fear the decentralization of decision-making, the empowerment of lower-level employees, and the potential loss of influence that accompanies a shift towards a more collaborative and less hierarchical approach.

Practical Tips

• Develop a proposal for a collaborative project that includes clear benefits for those in authority. When presenting it, emphasize how the project supports their goals and vision, and offer them a significant role or recognition. This approach can help mitigate feelings of threat by aligning the network's interests with those of the leadership.
• Implement a 'suggestion box' system in your household or workplace where family members or colleagues can propose ideas for improvements or activities. Make it a point to act on at least one suggestion each week. This practice not only fosters a culture of participation but also demonstrates the value of diverse input and the potential of decentralized decision-making.
• Implement a mentorship program where lower-level employees are paired with senior staff. This relationship can provide a safe space for the mentee to discuss ideas and gain insights, while the mentor can offer guidance on navigating the company culture and politics. This can help lower-level employees feel more connected and empowered within the organization.

Strategies for Overcoming Change Resistance

Cultivating an Urgent Need and Recognizing Possibilities

The authors emphasize that creating a pressing need for transformation and the prospects it presents is crucial for dissipating resistance. When individuals emotionally connect with the need for change and understand the potential benefits, they are more likely to embrace new methods of operating.

Practical Tips

• Identify a personal habit you want to change and visualize its negative impact in 5 years. Imagine how this habit, if left unchanged, could lead to undesirable outcomes in your personal or professional life. For example, if you're trying to quit smoking, picture the health issues and financial costs you might face.
• You can deepen your emotional connection to change by creating a vision board that illustrates the positive outcomes of the change. Start by gathering images, quotes, and symbols that represent the benefits and improvements you anticipate from the change. Place your vision board somewhere you'll see it daily to reinforce your emotional connection to the desired outcome.

Demonstrating Viability of New Approach Through Early Successes

The authors stress that the most effective way to silence critics and reduce resistance is by proving that the new approach is viable and effective through early successes. This requires generating quick wins that clearly showcase the benefits of embracing leader-led innovation.

Context

• Early successes can boost morale and confidence among team members, making them more likely to support and engage with the new approach.
• Quick wins are small, easily achievable successes that can be realized in a short timeframe. They are designed to demonstrate the effectiveness of a new strategy or approach, providing tangible evidence of progress.

Ensuring Ongoing Support and Involvement From Senior Leadership

The authors highlight the critical role of senior leadership in driving successful change. They argue that senior leaders must actively support the initiative, participate in the leaders' network, and visibly champion the new ways of working to counteract resistance and foster a culture of change within the organization.

Practical Tips

• Create a "Change Champion" badge system in your workplace to recognize and empower individuals who actively support and lead change initiatives. By identifying and celebrating these change champions, you encourage a culture where leadership in driving change is visible and valued. For example, award digital badges that can be displayed in email signatures or on social media profiles, incentivizing employees to take initiative and lead by example.
• Launch a cross-mentorship initiative where you and other leaders mentor someone from a completely different field or background. This reciprocal arrangement allows you to gain fresh insights into leadership challenges and solutions from outside your usual sphere. For instance, if you're a senior leader in a corporate setting, you might mentor a non-profit leader and vice versa, enriching both your leadership perspectives and expanding your network.
• Start a peer recognition program that rewards visible support of new practices. You can design simple "Spotlight Cards" that colleagues can give to each other when they see someone embodying the new ways of working. For instance, if someone leads a meeting efficiently using a new software your company is adopting, they would receive a card highlighting their effective use of technology.
• Create a "Leadership Endorsement Tracker" for your projects to ensure visibility of senior leadership support. Start by identifying key leaders whose backing would be influential. Then, design a simple spreadsheet or document where you can log instances of their involvement, such as attending meetings, providing quotes for internal communications, or participating in project-related events. This tracker will help you monitor and demonstrate the extent of leadership engagement to stakeholders, potentially reducing resistance.