Leading Transformational Change – Create a Sense of Urgency

Leading Transformational Change

One of my CEO leadership coaching clients change efforts in his company includes developing a sense of urgency and overcoming complacency among employees. 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 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 feel a sense of urgency so that the company and its employees can thrive in the economic recovery.

The Big Error

When you fail to create a sense of urgency, your people will be unwilling to take the critical leap toward an uncertain future.

Here are some questions to test the effectiveness of your company’s change program:
• How high is managers’, peers’ and workers’ sense of urgency?
• How do you know this?
• If it’s too low, why?
• What exactly are you doing to change this?
• If you cannot change the level of urgency, what are the consequences for your organization? How about your career?

Create a Sense of Urgency

At the beginning of any change effort, of any magnitude, leaders fail when the organization’s sense of urgency is lacking. This leads to a variety of difficulties, pain, disappointment and that distressing 70 percent statistic.

Are you working in a company or law firm where leaders at all levels realize the organization needs to be transformed to grow?  Does your company or law firm provide leadership coaching and leadership development to help leaders help employees overcome complacency to drive change initiatives? During tough economic times, 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 “Am I a leader who w helps employees overcome complacency?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for leaders who lead 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 transformational change efforts by overcoming 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.

Comments

[Sofia]

Thanks for reading and commenting