Two Pillars of Successful Change Leadership - Stratford Group Ltd.

Successful change hinges on two key pillars: consistent, collective change leadership and establishing necessary support systems. Leadership must align across all levels to drive vision, communication, and employee engagement, while organizational structures, performance management, and training provide the foundation to support new behaviors. These pillars must grow together to create sustainable, embraced change across the organization.

In my experience working in transformational change management and helping clients build change leadership capabilities, I’ve observed that successful change hinges on two critical areas: consistent, collective change leadership and establishing the necessary supports for learning and new behaviours. Both pillars need to be developed and grown simultaneously for change to, not only happen, but be accepted and sustained across the organization.

1. Consistent, Collective Change Leadership

The first pillar is about leadership. For change to be successful, it’s essential to have consistent, collective leadership to drive the vision, communicate effectively, engage employees, and inspire with positive energy. This isn’t just about a few top executives; it’s about creating a network of leaders throughout the organization who are aligned and working together to guide the change.

• • • Vision: Leaders must clearly articulate a compelling vision of the future. This vision should not only define where the organization or team is headed but also inspire and motivate people to get there.
    • Communication: Transparent, consistent, and frequent communication is vital. Employees need to understand the “why” behind the change and how it impacts them directly. This builds trust and reduces resistance.
    • Engagement: Engaging employees early and often helps to create buy-in and ownership. Involving people in the change process, seeking their input, and addressing their concerns fosters a sense of participation and investment in the change.
    • Inspiring Leadership: Change leaders must model the behaviors and attitudes they wish to see. By embodying the change, they set an example that others are more likely to follow.

This collective leadership approach is essential because change cannot be driven by a single leader or even a small group of leaders. It requires a broad coalition of leaders who can champion the change across different levels, departments and teams.

2. Establishing the Supports

The second pillar is establishing the supports that enable the change to take root and flourish. This involves creating the organizational structure, performance management systems, management practices, training programs, and procedural guides that support the change.

• • • Organizational Structure: Aligning the structure with the new way of working is crucial. This may involve reorganizing teams, redefining roles, or introducing new governance models that support the change.
    • Performance Management: Adjusting performance metrics and incentives to align with the new objectives ensures that people are rewarded for behaviors that support the change.
    • Management Practices: Updating management practices to reflect the new priorities and ways of working helps reinforce the change at every level of the organization.
    • Training and Knowledge Transfer: Providing the necessary training and resources ensures that employees have the skills and knowledge to succeed in the new environment.
    • Procedural Guides and Policies: Clear policies and guides provide the framework within which people can operate confidently, knowing what is expected of them.

From my experience, these supports are often easier to establish because they are tangible and can be designed and implemented systematically. However, without the collective leadership to guide, inspire, and engage, these supports will not be enough to drive lasting change. Leadership and support structures must grow together, at the same pace, to create an environment where change is not only possible but also embraced.

Successful change management requires a balanced focus on both consistent, collective leadership and establishing the necessary supports. While the supports might be easier to set up, they are only effective when combined with strong, aligned leadership that drives vision, communication, and engagement. By focusing on these two pillars together, organizations can create the conditions for sustainable change that is accepted and championed by all.

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