Inertia is death. Every decision you make as a manager is driving change, whether you realise it or not. Image: Capital Markets blog.
Roberta Matuson says that in today’s fast-paced world all management is about change; the best executives accept this and encourage their teams to embrace it.
The other day, I was speaking with a chief executive who told me his biggest challenge was getting his leaders to work through change management.
I told him all management is change management and it’s not a separate discipline.
Then I said this would not be an issue for him if he had the right management team in place.
Pretty tough words, but I followed up by showing him how a shift in mindset can actually embrace management for what it is. Here are some of my thoughts.
Change is constant: In today’s fast-paced business world, inertia is death. Every decision you make as a manager is driving change, whether you realise it or not.
Resistance is natural: Your team’s pushback isn’t a sign of failure — it’s a normal human response. Expect it and plan for it.
Communication is the key: Don’t just announce changes. Create a narrative that helps your team understand the ‘why’ behind every shift.
Lead by example: If you’re not embracing change yourself, why should your team?
Celebrate small wins: Change is a process, not an event. Recognise progress to maintain momentum.
The truth is, separating ‘change management’ from ‘management’ is an outdated concept, and there are ways to integrate change into everyday leadership.
Teach managers how to communicate effectively: Leaders must be transparent about changes, explain the reasoning behind them, and listen to their team’s concerns.
This open dialogue will help build trust and reduce resistance to change.
Develop magnetic leadership: Develop your leaders so that they are able to pull people towards a vision and inspire them to reach for the stars.
I call these people ‘Magnetic Leaders’. By cultivating this leadership style, they’ll be able to more effectively guide your team through changes.
Focus on relationship-building: Encourage your leaders to take the time to know their people and build strong relationships.
This personal connection can make it easier to implement changes and gain buy-in from their team.
Nurture talent: Continuously work on finding, hiring, growing, and retaining top talent.
A strong, engaged team is more adaptable and better equipped to handle whatever comes its way.
To sum up: Stop treating change as a separate project. It’s your daily job. Your challenge is to change one outdated leadership approach this week and every week — then watch your team transform.
The future favours the adaptable. Lead the charge.
Roberta Matuson is President of Matuson Consulting which helps Fortune 500 companies and high-growth businesses create exceptional workplaces leading to extraordinary results. She can be contacted at [email protected].
This article first appeared on Roberta’s blogsite.
