7 ways to be an inspiring change leader

'Every successful organization has to make the transition from a world defined primarily by repetition to one primarily defined by change. This is the biggest transformation in the structure of how humans work together since the Agricultural Revolution.'

– Bill Drayton

Change leadership is now part of the job description of being a people leader. In the fast paced business world where changes are being introduced. Engaging your employees and inspiring them to perform well in a changing environment is a skill. So what are some of the ways you can be an inspiring change leader?

1) Engage your people: Get to know them and who they are. Engaging your staff on the change is not the same as simply cascading key messages and informing your staff of the changes taking place. Ask questions, have the team work on what actions they would like to take to adapt to the change. Work with the project areas or business areas introducing the change to get ahead of the change curve.

2) Communicate regularly but connect on an even more regular basis: It is important to communicate about the change. Even providing an update that 'there is no update' is important. But 'checking in' on a regular basis is also important. You can notice those who may be struggling with either the pace of the change, or what maybe understanding what it means for them. Take time out of your busy schedule to check in with them.

Share your own experience with how you are adapting to the change.  If you haven't already come across the work of Brene Brown I highly recommend you explore the world of vulnerability.This isn't about being soft and fluffy this is about being genuine and authentic. An authentic leader is an inspiring one in times of change due to their ability to empathise.

3) Reinforce what is acceptable and not acceptable if needed: When emotions are running high and organisational behavioural standards, such as codes of conduct, start being forgotten there are two immediate actions to take. Keep yourself separate from the emotional hype and remind all staff of what is acceptable behaviour and what isn't ok. The biggest mistake a leader can make is to join the emotional bandwagon where logic and reason cannot exist and allow poor behaviours to go unaddressed due to an underlying fear of confrontation.

An inspiring Change leader faces this challenge front on. They choose the timing well, however most certainly they don't allow poor behaviour to go unaddressed. If you find yourself in this situation the sooner you take action the better for you.

There have been times where I have needed to openly state what is acceptable and not acceptable behaviour to the while team and in addition to this have a conversation with individuals regarding their own behaviour. When the emotion has dissipated, a reasonable conversation can always be had, and have a productive outcome for all involved.

4) Create a clear vision and an inspiring one for a positive change . 'Painting the picture' for your team is a great way to motivate your team about the change. What will the change offer the organisation and the team? What does it look like using a tangible example, how will that make everyone feel and how will it benefit customers or others?

5) Use stories to inspire: Nothing beats storytelling. Using it well can have people understand why the change is necessary and support it. For example you may use a poor customer experience to be the story for the reason why. Then playing back  that story again with the solution in play will allow others to understand how the change will benefit the customer in real world terms.

6) Empower others to lead and allow them to lead: I have witnessed leaders not actually delegating their authority when they go on holidays or short breaks. Rather than taking  a break, they allowed themselves to be contacted. What message does that send their team? No-one is indispensable and if you have people leaders who report into you, you should at all times resist the temptation of doing their job for them. If there is a middle layer of management within your team, you should ask them what they will be doing to lead the change.

7) Do what you say you are going to at ALL times through the change: Aligning your behaviours with what you say is critical. It creates and maintains TRUST even in the changes that are high impact and transformational. Leadership through example is heightened through this time and typically staff are watching every move you make as a leader to see what is acceptable and what is not.

These are just some ways leaders can be inspiring in times of change. What are some of your techniques?