Is your staff fit for organisational transformation?
SEE ALSO :Timeless lessons from a rich dadIt’s however, important to remember that, leaders are not puppets, and they carry their ego with them just like all of us do. If leaders strongly disagree with our input, an employee is encouraged to persist without letting the effort result in a power struggle. You need to do your math correctly in line with what Kofi Annan said ‘choices have consequences’. Language analogy It is arguable that, even though we can speak different languages, more often than not, we still reason in our first language and somehow retain the primary accent. So it is with our core belief system. It’s important to note that, the leader has been cultured in a certain way, and it requires patience and tact to help them see their blind-spots. The more leaders buy into the process of transformation, the higher the probability that they will fully engage with time. As change agents, it is our responsibility to help other stakeholders, to understand and open up to the process.
SEE ALSO :The satisfaction of being my own bossAllow me to share three essential suggestions; Suggestions that would make employees be able to credibly and decently challenge the leaders’ perspectives. Be a repository of reliable opinions and assessments to support decision making. Avoid the use of rumours to challenge a position. Modelling change for a leader - When a leader is engaged in transformation, old ways starts to dwindle and the appetite for new ways of doing things increase. As a way of reciprocity, employees can also model the desired behaviour to the leader. Positively reinforce a leader’s new behaviour. Persistence is often the difference between success and failure. -The writer is a professional in leadership and risk management strategies
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