Leading Disruptive Change
One of my CEO leadership coaching clients needs to create a true sense of urgency in his people to better manage change. Company leaders needed to change the culture of the company by helping employees embrace change and create a more innovative culture.
The CEO believes that sustainable growth will occur when employees embrace change and execute the company strategy. He is empowering his leadership to generate solutions and help with decision-making. Our current coaching work focuses on helping him inspire his people to overcome complacency and develop a true sense of urgency.
When organizations suffer from a false sense of urgency, they experience a great deal of energized action, but it’s driven by anxiety, anger and frustration. There’s activity, but little focused determination to win — and to do so as soon as possible.
With false urgency, you will frequently witness:
• Running from meeting to meeting
• Sending lots of emails
• Writing unnecessary reports
• Juggling lower priorities
• Compulsively making lists that are never completed
The danger here is that participants and observers actually believe their increased activity is productive. Some workers may actually be driven by a sincere desire to contribute to the change process. But if they’re not guided by a clear sense of purpose toward winning results — and if these results never manifest — then people will give up. Spinning their wheels can create intolerable anxiety and frustration.
Are you working in a company or law firm where leaders at all levels realize the organization needs to develop a true sense of urgency to face the current business reality? Does your company or law firm provide leadership coaching and leadership development to help leaders overcome complacency and fully engage in the company change initiatives? Company 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 “How do company leaders know when a false sense of urgency has been established?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for leaders who lead change initiatives.
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 transformational change efforts by overcoming complacency and creating a culture of urgency. 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 email@example.com.