An alternative approach for leaders to own change

It is generally argued that the ability to adopt and adapt to change is an essential skill for a leader to possess.

However, in this light, it could be mistakenly believed that change is a process that only takes place externally, rather than internally, meaning that it is the place, the environment, and the times that keep changing, and there is no real need for a leader to change himself or herself.

Change is internal

Unless a leader realizes that change largely and primarily takes place inside him or her, i.e. that change is first of all internal, he or she won’t be able to come to terms with “external” change.

For example, if a leader does not accept that change is happening “now”, and literally every passing second, he or she won’t be able to adopt and adapt to change accordingly.

Therefore, it is the leader who should change internally, in order to reflect change occurring externally, otherwise he or she will become blind to external change, even though change itself will be accepted as a normal situation by everyone else.

Accepting the unusual and the extraordinary

When things go well, everyone praises each other for their high performance and excellent results, and claim their share of glory.

When things take a bad turn, however, everyone tries to find a place to hide, with most leaders not being an exception.

A way for leaders to be better prepared for a change in organizational fortunes to the worse could perhaps be to learn to accept unusual and extraordinary circumstances beforehand.

For example, by listening to and taking seriously into account the views and opinions of people whom they totally disagree with may save leaders from nasty surprises, and help them better plan for the future, because other people may see something that leaders themselves may miss or believe that is completely out of the question and only happens once in a million times.

Further reading:

5 tips to adapt your leadership style - Are you up for the challenge?

Top 10 change management models: A comparison guide