What does your 2024 leadership toolbox look like?
The right leadership tools are key to making change happen. They ensure your organization's goals are on track, a must for a successful transformation. Plus, they help you communicate a clear cultural shift.
Harvard Business Review, LHH, and MIT research found that senior leaders fail to drive people and culture change efforts at a high rate—60-95%. Common reasons include a lack of sustained support, poor communication, misalignment, and the inability to instill belief or care among staff. But this isn't due to a lack of effort on the part of those leading the change. Even if leaders are putting in the effort and have the right mindset, there's still a high risk of things falling apart.
Not choosing and using the right tools and levers plays a part. Today, many tools leading global organizations use to drive transformation are surprisingly easy for any organization to adopt. For Thai companies, some focus on mindset tools, which is an important factor for sure. Others also focus on coaching people to encourage them to do something new. Middle Management Development is another tool Thai leaders choose to drive transformation.
It's all about finding the right combo of tools for a solid change. Your people need to feel comfortable with new ways of working and equipped with the necessary skills. Successful transformation also requires tools for the leader's change. Investments alone won't work; leaders must actively model transformation.
Here are some tools you might want to consider, particularly at the start of any change efforts:
- Tools that get change started correctly:
To kick off change right, show people the clear path and make them comfortable with the journey. Forget the usual talk session – connect with your people, share the same vision, and go all in with a Launch event that sparks genuine interest and sticks in their minds. - Tools that help you understand where your people are:
Identify the supportive groups and spot the ones who might not be on the same page. We need to find a way to get more people on board with us. Let's do some solid internal marketing because transforming things can't be a solo act at the top. How about creating a stakeholder map and keeping it updated? - Tools to involve your people:
Previously we were used to making change plans. In today’s more diverse workplace, we need to know people to take them all together. We can't make plans with a few people and then announce them. We need a change inclusion plan. - Tools that make people feel good about changing:
From walking to thanking and expressing to reinforcing what kind of behavior or skill is right, whether it is a small or big action. Develop some Recognition & Reward systems. They don’t have to be big or complicated. Create a recognition wall or newsletter. Don't wait for the grand finale; acknowledge every step along the way.
Remember using these tools isn't a one-and-done deal, because, during the transformation journey, there will be people who participate and those who change or do not support it. We have to talk to people all the time. Another question to ask is do we need to empathize with each stakeholder?
