No one style is right for any leader all the time. Good leaders need the confidence to be flexible, and to adapt themselves according to the situation. The right leadership style will depend on the person or group being led.
Do you find yourself giving out lots of your energy in support of others. But some people seem to take just a little too much – more than you can afford to give if you are going to stay fit for the task ahead. What can you do?
In the present climate business performance is key to business survival. You and your organization cannot afford to underperform. But how do you ensure your performance management system actually works and works well!
Kotter argues that many change projects fail because victory is declared too early. Real change runs deep and takes time. Quick wins are only the beginning of what needs to be done to achieve long-term change – make sure you take enough time!
Team behavior theory ( Tuckman) and leadership theories (Hershey and Blanchard, Adair) can be brought together to into a simple model to show how different Leadership styles are required across the life cycle of an activity.
Stage 5 is about empowering action, over coming resistance and getting rid of obstacles to change. This is where your investment in Stages 1 to 4, begins to pay dividends. Kotter himself states that when Stages 1 to 4 are skipped, resistance is inevitable and this can destroy your change.People resist change because they fear loss. Here are some way to deal with obstacles.
The guiding team need to be visible and let people see you as the embodiment of the change you intend to make. Walk the Talk! The top team should be using the vision daily to make decisions and solve problems. And so should all those who are actively engaged. Keep it fresh and on everyone’s minds, then they will begin to remember it and respond to it.
Here are some ways to make sure the change in your organization is successful
Real change, particularly whole organization change, takes a long time to complete properly. Step Seven of Kotter’s eight stage process is about building on the changes you made with your quick wins, to make sure the whole vision is achieved.
Kotter’s eight steps in change leadership – Step Six is to create short-term wins. Nothing motivates and gives people confidence more than success .Big bang changes are fraught with risk and danger so it makes sense, if you have the time, to break your change down into manageable modules.