The new leadership paradigm shift – “Change – Just Do It!” Wouldn’t it be wonderful if it was that easy?

My Navy career change was easy because the change normally came in the form of an “order or command” that was quite naturally and robotically followed.

There was no discussion or reasoning behind the change. It came from the top, and us in the middle and below followed the order, regardless of the impact on the person(s) accomplishing the change.

New Leadership Paradigm

However, people-paradigms have changed, even in the military, from the old style of control directed through a rigid hierarchy, with employees treated like uneducated children to reach short-term goals, to a new paradigm with the following characteristics:

Leadership Skills Values

Under this new paradigm, change is championed from the top leadership throughout the organization. Modern-day leadership, especially practitioners of Servant Leadership, understands that employees at all levels desire to be involved in the decision-making.

Why Change Initiatives Fail

Dr. Janet Jackson (2006) says organizational change initiatives fail because of four important factors:

1. The primary focus is on the technology of change.

2. Organizations overlook the importance of people in the change, and they do not fully address their concerns.

3. Systems perspective is ignored thinking the change only impacts a portion of the organization.

4. Leadership and management fails to acknowledge the difference between change, transition, and transformation.

When people and systems are ignored in the change process, there is employee push-back to the change, which further exasperates the change process.

Three Types of Change

Dr. Jackson identifies three types of change: Developmental Change; Transitional Change; and Transformational Change.

Each requires specific strategies for implementation in order for the change process to be successful and effective.

Developmental Change pertains to a particular situation within the organization, which could include basic policy changes, new bosses, moving to a new location, or a procedural change for a current policy.

Developmental change is described as the exchange of one thing for another or the improvement of a certain skill or method because it is not meeting a prescribed standard.

It is considered the simplest of the three changes, i.e. a first-order change. But it requires specific strategies that include:

  • Training – both technical and personal, regardless of the level of supervision and/or management;
  • Team Building and Problem Solving;
  • Improving Communication;
  • Conflict Resolution;
  • Survey feedback;
  • Job Enrichment.

The aim of these strategies is to reduce personal stress regarding the impact of the change on daily work requirements and schedules, while instilling acceptance of the change in employees.

Transitional Change

Transitional Change deals with replacing what is currently in place with a new concept, procedures, equipment or policy. It begins with the recognition of a problem within the current framework that cannot be resolved with a simple developmental change.

The purpose of the change is to improve productivity, efficiency, and/or quality of service to meet emerging demands.

Dr. Jackson describes this as a second-order change because it is a planned and intended change to implement a new direction in the organization. It requires thought, a predetermined need for change coupled with an in-depth and critical assessment of the purpose of the change.

Related:  Overcoming Resistance to Corporate Culture Changes

This will result in the desired outcome and intended improvement of the change within the overall organization.

Drawing on past research and writings, Jackson outlines specific strategies relative to Transition Change, which include the following:

  • Clearly establishing and communicating the need for the change;
  • Developing a clear plan for implementing the change;
  • High involvement with those impacted by the change in designing and implementing the change;
  • Allowing local control of the implementation of the plan; and
  • Providing adequate support and integration time to ensure that people are succeeding in the new state.

Additionally, these strategies need to include training to develop new skills, continual communication throughout the change process to allow for realignment and renegotiation.

Another important strategy to improve motivation and maintain focus on transitional successes is to create transition rituals that not only mourn the past, but also celebrate the future.

Straight Line Change

Transformational Change is by far the most complex and difficult change to implement. Before this type of change can be implemented, several analyses must be completed to examine what they were, what they are, where they need to be, and how to get there.

This type of change is much more than a straight-line or linear change with simple procedural or policies differences in the organization.

People must change transformational: from what they were doing to a whole new way of thinking, about what they do, as well as how they may be doing it.

Transformation change involves several periods of adjustment, growth, initial success, chaos, and wake-up calls. It is also includes shift in strategy/process, followed by a re-emergence as a result of visioning and learning.

The below diagram illustrates the process:

Changing Leadership Qualities

Successful Change

Successful Transformational Changes requires all the implementing strategies of the above two change processes. Additionally and most importantly, this process may require the hiring of an external Organizational Development (OD) expert to manage the change process.

OD experts are more skilled in the process and assists management work through the process smoothly.

As can be seen from this discussion, change by command is no longer a plausible method of implementing a change in an organization.

The process needs to be fully and thoroughly explained to employees throughout the organization, employee by-in is imperative and requires strong leadership with superior communication skills to overcome push-back.

To be completely implemented, the change must be championed by top-down leadership throughout the process – each one serving the needs of the other for successful completion.

How Do You Handle Change?

If you have ideas that you feel like sharing that might be helpful to readers, share them in the comments section below. Thanks!

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David McCuistion
David is a retired Naval Officer with extensive leadership and management experience including Officer-in-Charge of a major communication facility, in secondary education teaching leadership, and over five years public speaking on Servant Leadership and organizational development topics.
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