The substances of leadership are all about vision, change, influence, fairness, and progression.
It’s crucial to build a culture that willingly confronts varying conflicts, tensions, and makes changes because the organizational leaders understand the driver of change and the psychology behind changes; people are empowered, intrinsically motivated, creative to take initiative and self-confident to explore the better way.
Vision: Vision inspires; without vision, change could be confused. Leadership vision is the guide light to steer the organization in the right direction and make changes proactively. Visionary leaders can see connections, perceive the new paradigm, and predict the trend. Vision should be grand enough to unify; dynamic enough to be able to react to any change in business direction or context, and stable enough to make it worthwhile by taking concerted effort to attain it.
There is no universal formula for changes, there are many choices you need to make for changes, especially for the large scale business transformation. The information-driven forecast can complement the vision, helps to clarify what the possible outcomes of making a certain choice are, as well as how to handle different change scenarios, etc. Visionary leaders intuitively frame the fresh picture, draw on the timeless wisdom, dare to take calculated risks for overcoming challenges, developing the human capital in terms of capacity building and adapting to the dynamism of the frequent technological or turbulent socio-economic trend.
Consistent integrity & seamless coherence: You are what you continue thinking and doing in a consistent way. Leadership quality is based on credibility, integrity, which depends on the consistency of people’s thinking, attitude, and behavior. Consistency enhances trust, improves quality, increases credibility and integrity. To drive and sustain changes, not only do quality leaders keep consistent in themselves; but they also look for consistency in their teams, in their organization as well as in the ecosystem, as consistency harnesses leadership influence and harmonizes humanities.
"Consistency" is essential in earning and holding the trust of each other, and it remains a favorite mantra for change leadership, quality management and the ability to deliver a shared brand promise across boundaries. Logic plus consistency lead to coherence which improves frictionless information flow and optimizes process design for improving change management effectiveness. The coherent people-centric change management capability is built via high-influential leadership, top executive generous sponsorship, the middle-management dedicated execution, and the bottom line engagement and full support.
Congruent representation of executive authority: Leadership is influence, and it’s often a collaborative effort. It’s important to paint an excellent picture of the interaction and interdependence between the leadership team for leading change smoothly. Trends, business models, the marketplace, etc, all start to influence the actual adoption and the "degree" of direct leadership due to changing circumstances. The key is to recognize that transformative change is at a strategic level and the tactical elements involve many additional factors to take many accumulated steps with a few leapfrog.
Corporate leadership team should clarify the purpose, objectives, strategy, and policy of the organizational change management, identify the root cause of the issues on hand, encourage organizational cultural changes, constantly question the status-quo, and rock the boat when necessary. Change practices might be different across organizations; the key is “context.” If the best practice you want to adopt is to be implemented in the same context, it could be scaled up across the company, amplify and sustain change impact.
Inclusiveness: Embraces inclusiveness and diversity, including different thinking styles and cognitive difference: Change is a dance between the top management and the affected parts of the organization. Many times, change is difficult because it involves both the learning curve and the emotional cycle behind it. To lead progressive change, understanding psychology behind change via empathy is a critical step in leading organizational transformation. Thus, an inclusive leadership team with cognitive difference, diversified knowledge and experience helps to understand change related issues from different angles, bringing invaluable feedback to improve change management success rate. Orienting people and making them aware of the inclusiveness of their organization or team helps them understand the value of harnessing the unique competency of the company
Change Management should be an adequate, logical, and systematic effort to any environmental shift. Change leaders should be able to leverage quality information to envision not only where a company believes it is going but also how it will get there and how it might be missing out on opportunities. Being inclusive means that the organization should focus on learning new things and how to surge forward in creating success stories to catalyze change. It is about how to work in harmony to amplify collective skills and abilities. The business leaders must work with the right mindset to create an inclusive organization with every dip in the business lifecycle for building a highly adaptive and innovative organization.
Leadership is a continuous journey of professional development. The substances of leadership are all about vision, change, influence, fairness, and progression. Change is an ongoing and differentiated business competency nowadays. A digital organization with strong change capability is an environment of growth and letting go, possibilities, chaos, solutions, innovation, creativity, and change are interconnected. In fact, going digital is a journey rather than a destination by navigating through changes in a structural way, predicting and preparing the next level of business growth as an iterative learning and changing continuum.
Vision: Vision inspires; without vision, change could be confused. Leadership vision is the guide light to steer the organization in the right direction and make changes proactively. Visionary leaders can see connections, perceive the new paradigm, and predict the trend. Vision should be grand enough to unify; dynamic enough to be able to react to any change in business direction or context, and stable enough to make it worthwhile by taking concerted effort to attain it.
There is no universal formula for changes, there are many choices you need to make for changes, especially for the large scale business transformation. The information-driven forecast can complement the vision, helps to clarify what the possible outcomes of making a certain choice are, as well as how to handle different change scenarios, etc. Visionary leaders intuitively frame the fresh picture, draw on the timeless wisdom, dare to take calculated risks for overcoming challenges, developing the human capital in terms of capacity building and adapting to the dynamism of the frequent technological or turbulent socio-economic trend.
Consistent integrity & seamless coherence: You are what you continue thinking and doing in a consistent way. Leadership quality is based on credibility, integrity, which depends on the consistency of people’s thinking, attitude, and behavior. Consistency enhances trust, improves quality, increases credibility and integrity. To drive and sustain changes, not only do quality leaders keep consistent in themselves; but they also look for consistency in their teams, in their organization as well as in the ecosystem, as consistency harnesses leadership influence and harmonizes humanities.
"Consistency" is essential in earning and holding the trust of each other, and it remains a favorite mantra for change leadership, quality management and the ability to deliver a shared brand promise across boundaries. Logic plus consistency lead to coherence which improves frictionless information flow and optimizes process design for improving change management effectiveness. The coherent people-centric change management capability is built via high-influential leadership, top executive generous sponsorship, the middle-management dedicated execution, and the bottom line engagement and full support.
Congruent representation of executive authority: Leadership is influence, and it’s often a collaborative effort. It’s important to paint an excellent picture of the interaction and interdependence between the leadership team for leading change smoothly. Trends, business models, the marketplace, etc, all start to influence the actual adoption and the "degree" of direct leadership due to changing circumstances. The key is to recognize that transformative change is at a strategic level and the tactical elements involve many additional factors to take many accumulated steps with a few leapfrog.
Corporate leadership team should clarify the purpose, objectives, strategy, and policy of the organizational change management, identify the root cause of the issues on hand, encourage organizational cultural changes, constantly question the status-quo, and rock the boat when necessary. Change practices might be different across organizations; the key is “context.” If the best practice you want to adopt is to be implemented in the same context, it could be scaled up across the company, amplify and sustain change impact.
Change Management should be an adequate, logical, and systematic effort to any environmental shift. Change leaders should be able to leverage quality information to envision not only where a company believes it is going but also how it will get there and how it might be missing out on opportunities. Being inclusive means that the organization should focus on learning new things and how to surge forward in creating success stories to catalyze change. It is about how to work in harmony to amplify collective skills and abilities. The business leaders must work with the right mindset to create an inclusive organization with every dip in the business lifecycle for building a highly adaptive and innovative organization.
Leadership is a continuous journey of professional development. The substances of leadership are all about vision, change, influence, fairness, and progression. Change is an ongoing and differentiated business competency nowadays. A digital organization with strong change capability is an environment of growth and letting go, possibilities, chaos, solutions, innovation, creativity, and change are interconnected. In fact, going digital is a journey rather than a destination by navigating through changes in a structural way, predicting and preparing the next level of business growth as an iterative learning and changing continuum.
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