Lead Transformational Change
One of my CEO leadership coaching clients needs his company to develop a sense of urgency and overcome complacency to stay competitive. Company leaders needed to transform the culture of the company by helping employees embrace change and innovation.
The CEO believes that increased growth can only happen when employees embrace change and execute the redefined strategy. He is transparent with his employees about the significant challenges the company faces. Our current coaching work is focusing on helping him become better at inspiring his people to get out of their comfort zone so that they and the company can thrive in the economic recovery.
Combat Complacency
You would think bad business results are enough to shake people out of complacency. But approximately 50 percent of companies fail to establish a sufficient sense of urgency to succeed in their transformation efforts, according to John Kotter, author of Leading Change and A Sense of Urgency.
People in organizations are entrenched in maintaining the status quo, even in the face of devastating news such as:
• Shrinking margins
• New competition
• Decreasing market share
• Flat earnings
• Lack of revenue growth
• Declining competitive position
• Global economic recession
In spite of bad news, getting people to change and motivating them to participate in change initiatives are major problems. Starting a transformation program requires full-bore cooperation from many individuals. And without sustained motivation, people won’t stay with the program long enough to get results, so the effort goes nowhere.
Executives underestimate how hard it is to drive people out of their comfort zones, even when these zones lack security. Management also overestimates its success in creating a culture of urgency — the element that may, in fact, be the most important contribution to transformation efforts.
Research reveals that in situations where substantial changes were clearly needed, the following results were typical in 70 percent of companies:
1. Changes were not fully launched.
2. Change efforts failed.
3. Changes were achieved, but they were over budget, late and extremely frustrating.
In reality, only 10 percent of company change efforts achieve inspirational results. What distinguishes them from the appalling 70 percent?
Emotions play a strong role, Kotter asserts. When there’s a dramatic sense of urgency, people are motivated to do whatever they can to help implement changes. Where there’s complacency, leaders will be faced with resistance and a desire to maintain the status quo.
Are you working in a company or law firm where transformational leadership realizes the enterprise needs to be transformed to grow? Does your company or law firm provide leadership coaching and leadership development to help leaders become more forward thinking and drive change initiatives? During difficult economic times, leaders need to create a sense of urgency to help all employees embrace change.
One of the most powerful questions you can ask yourself is “Am I a leader who shakes employees out of complacency?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for leaders who want to transform their organizations and become better at managing change.
Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you create an organization that engages its people in change initiatives by inspiring them to rise to the occasion and overcome complacency. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision and mission of your company or law firm.
I am currently accepting new executive coaching and career coaching clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to mbrusman@workingresources.com
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