ESSENTIAL QUESTION: Why are all five components of leadership necessary for success in leading through change?
We have been talking about change for the last few weeks. Humans are naturally curious but also complacent in areas that we feel comfortable with.
For example, in the beginning of the internet era we loved the default web browser and search engines. It was functional and we know where all the buttons were. We could use bookmarks and shortcuts – so why would we try Mozilla’s Firefox or Google Chrome web browser? However, it did not take long for users to switch to the alternatives. I hardly ever use Internet Explorer or Safari unless I have too now.
Change requires buy-in from management and the users. Management (or leaders) must demonstrate a positive attitude when talking about the benefits the user will have once the change is in place.
Leadership is not is a singular element, but requires a few partnership components to make the quality successful. The 5 components of leaders as follows (Fullan, date):
- Moral Purpose
- Understanding Change
- Relationship Building
- Knowledge Creation and Sharing
- Coherence Making
Moral purpose is need when stating the reason for the change. We need hard evidence and positive results to inspire users to want the change. They also need to understand the change; if the old system was so good then why do we need a new system. The new change must be presented in a better light with more functionality. Relationship building, leadership must have a good relationship with the users to impose the change. I have seen this so many times when management does not build a solid relationship with the users and then roll out a new change. The change will have user resistance with this method. We need to build the trust of the users.
Knowledge creation and sharing is so important with peers. Having one trusted peer who likes the new change and can spread word-of-mouth news, which is a great way to build trust. Coherence making (or unit making) is when the group is working toward the change. This is the end goal of the change system when all parties involved are on the same page.
Commitment > both External and Internal
The commitment phase happens when members (both external and internal to the change) are utilizing the change (software or new system). The change was successful and the members are using the new system.
Results: More good things happen; few bad things happen
When the members are using the system in the recommended fashion then fewer mistakes happen and work productivity will increase. There is always a learning curve (which varies from person to person) which I think is necessary in the process to be a product expert. Poking around the system to learn the menu and running reports are necessary actions when learning a new system.
Fullan, Michael. Date. Leading in a Culture of Change. Retrieved on March 2, 2017 from: http://egandb.uas.alaska.edu:2081/lib/uasoutheast/reader.action?ppg=17&docID=10842273&tm=1444680173430
Miller, R. (2014). The 5 elements of effective leadership. Retrieved March 2, 2017 from: http://beingchief.com/five-elements-effective-leadership/
Moon, Andy. (2011, Feb 15). 5 components of effective leadership during the change process. Retrieved March 2, 2017 from: https://prezi.com/r4wmicti91rp/5-components-of-effective-leadership-during-the-change-process/