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Leadership & Change

Leadership & Change
First the bad news
: If you’re not willing to embrace change you’re not ready to lead. Put simply, leadership is not a static endeavor. In fact, leadership demands fluidity, which requires the willingness to recognize the need for change, and finally the ability to lead change. Now the good news: As much as some people want to create complexity around the topic of leading change for personal gain, the reality is that creating, managing and leading change is really quite simple.  To prove my point, I’ll not only explain the entire change life-cycle in three short paragraphs, but I’ll do it in simple terms that anyone can understand. As a bonus I’ll also give you 10 items to assess in evaluating whether the change you’re considering is value added, or just change for the sake of change…

An Overview on the Importance of Change:
While there is little debate that the successful implementation of change can create an extreme competitive advantage, it is not well understood that the lack of doing so can send a company (or an individual’s career) into a death spiral. Companies that seek out and embrace change are healthy, growing, and dynamic organizations, while companies that fear change are stagnant entities on their way to a slow and painful death.

Agility, innovation, disruption, fluidity, decisiveness, commitment, and above all else a bias toward action will lead to the creation of change. It is the implementation of change which results in evolving, growing and thriving companies. Much has been written about the importance of change, but there is very little information in circulation about how to actually create it.

While most executives and entrepreneurs have come to accept the concept of change management as a legitimate business practice, and change leadership as a legitimate executive priority in theory, I have found very few organizations that have effectively integrated change as a core discipline and focus area in reality.  As promised, and without further ado, the change life-cycle in three easy steps:

1. Identifying the Need for Change: The need for change exists in every organization. Other than irrational change solely for the sake of change, every corporation must change to survive. If your entity doesn’t innovate and change in accordance with market driven needs and demands it will fail…it’s just that simple. The most complex area surrounding change is focusing your efforts in the right areas, for the right reasons, and at the right times. The ambiguity and risk can be taken out of the change agenda by simply focusing on three areas: 1) your current customers…what needs to change to better serve your customers? 2) potential customers…what needs to change to profitably create new customers? and; 3) your talent and resources…what changes need to occur to better leverage existing talent and resources?

2. Leading Change: You cannot effectively lead change without understanding the landscape of change. There are four typical responses to change: The Victim…those that view change as a personal attack on their persona, their role, their job, or their area of responsibility. They view everything at an atomic level based upon how they perceive change will directly and indirectly impact them. The Neutral Bystander…This group is neither for nor against change. They will not directly or vocally oppose change, nor will they proactively get behind change. The Neutral Bystander will just go with the flow not wanting to make any waves, and thus hoping to perpetually fly under the radar. The Critic…The Critic opposes any and all change. Keep in mind that not all critics are overt in their resistance. Many critics remain in stealth mode trying to derail change behind the scenes by using their influence on others. Whether overt or covert, you must identify critics of change early in the process if you hope to succeed. The Advocate…The Advocate not only embraces change, they will evangelize the change initiative. Like The Critics, it is important to identify The Advocates early in the process to not only build the power base for change, but to give momentum and enthusiasm to the change initiative. Once you’ve identified these change constituencies you must involve all of them, message properly to each of them, and don’t let up. With the proper messaging and involvement even adversaries can be converted into allies.

3. Managing Change: Managing change requires that key players have control over 4 critical elements: 1) Vision Alignment…those that understand and agree with your vision must be leveraged in the change process. Those that disagree must be converted or have their influence neutralized; 2) Responsibility…your change agents must have a sufficient level of responsibility to achieve the necessary results; 3) Accountability…your change agents must be accountable for reaching their objectives, and; 4) Authority…if the first three items are in place, yet your change agents have not been given the needed authority to get the job done the first three items won’t mean much…you must set your change agents up for success and not failure by giving them the proper tools, talent, resources, responsibility and authority necessary for finishing the race.

There you have it; the 3 pillars of change in three short paragraphs. Now that you understand change, here’s are the 10 points that need validating prior to launching a change initiative:

  1. Alignment and Buy-in: The change being considered should be in alignment with the overall values, vision and mission of the enterprise. Senior leadership must champion any new initiative. If someone at the C-suite level is against the new initiative it will likely die a slow and painful death.
  2. Advantage:  If the initiative doesn’t provide a unique competitive advantage it should at least bring you closer to an even playing field.
  3. Value Add: Any new project should preferably add value to existing initiatives, and if not, it should show a significant enough return on investment to justify the dilutive effect of not keeping the main thing the main thing.
  4. Due Diligence: Just because an idea sounds good doesn’t mean it is. You should endeavor to validate proof of concept based upon detailed, credible research. Do your homework – put the change initiative through a rigorous set of risk/reward and cost/benefit analyses. Forget this step and you won’t be able to find a rock big enough to hide under.
  5. Ease of Use:  Whether the new initiative is intended for your organization, vendors, suppliers, partners or customers it must be simple and easy. Usability drives adoptability, and therefore it pays to keep things simple. Don’t make the mistake of confusing complexity with sophistication.
  6. Identify the Risks: Nothing is without risk, and when you think something is without risk that is when you’re most likely to end-up in trouble. All initiatives should include detailed risk management provisions that contain sound contingency and exit planning.
  7. Measurement: Any change initiative should be based upon solid business logic that drives corresponding financial engineering and modeling. Be careful of high level, pie-in-the-sky projections. The change being adopted must be measurable. Deliverables, benchmarks, deadlines, and success metrics must be incorporated into the plan.
  8. The Project: Many companies treat change as some ethereal form of management hocus pocus that will occur by osmosis. A change initiative must be treated as a project. It must be detailed and deliverable on a schedule. The initiative should have a beginning, middle and end.
  9. Accountability: Any new initiative should contain accountability provisions. Every task should be assigned and managed according to a plan and in the light of day.
  10. Actionable: A successful initiative cannot remain in a strategic planning state. It must be actionable through focused tactical implementation. If the change initiative being contemplated is good enough to get through the other 9 steps, then it’s good enough to execute.

Has this been useful? Have I left anything out, or got anything wrong? Sound-off in the comments below…

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    March 11, 2011 at 11:27 am


    Excellent post and very timely. I especially liked your emphasis on subjects such as ‘due diligence’, ‘ease of use’, and the fact that any plan must be ‘actionable’ with ‘accountability’ provisions. Too many organizations treat every new initiative as just one more make work project or glass bead game to justify their jobs for one more fiscal year. This highlights the need for real change to be spearheaded by real leaders as opposed to self promoting managers whose real interest is playing smoke and mirror games at their organizations’ expense.



      Mike Myatt

      March 11, 2011 at 5:11 pm

      Thanks for the comment Ron. I agree with your caution to beware of those seeking change for the wrong reasons, and/or not possessing the the skills to finish what they start. Thanks for stopping by Ron.



    March 11, 2011 at 12:00 pm


    My management mantra is…continous performance, continous change and continous growth. I make these three objectives the center of my management leverage. Performance creates credibility, change creates competitive advantage, growth creates success.

    One additional critical success factor of leadership of change is communication. You must understand your communication styles and timing. You must continue to communicate to your change agents and derailers or as you call them critics. They are your most important factors of change. Also, it is very critical to message to the organizations when successful activities are achieved because of the change. Also, communicate how tasks that failed would have been avoided if the change was adopted, but make sure you add to this message how the new change would have made a difference. Story telling is very critical during change.

    Another important topic within management! Thanks Mike…


      Mike Myatt

      March 11, 2011 at 5:13 pm

      Thanks Keith – love your mantra. I especially appreciate your thoughts on communication and story-telling. Thanks for sharing these great insights Keith.


    Mark Oakes

    March 11, 2011 at 1:15 pm

    Good post, Mike

    This is a good framework for addressing change. What I find comical, though, is the current leadership emphasis on change itself. Change isn’t new. Nothing is or ever was static. Everything is either in a state of growth or decay. As such, change is happening whether we like it or not. Perhaps (…?) leadership’s role is to:

    – Recogize that change is always happening
    – Identify where decay will negatively affect the organization
    – Proactively counter decay by leading change initiatives that maintain an even state or growth
    – Repeat



      Mike Myatt

      March 11, 2011 at 5:16 pm

      I agree with your thoughts Mark. Change is only a new concept to the intellectually dishonest, or to those who have attempted to avoid it or undermine it. Thanks as always for the great insights Mark.


    Tanveer Naseer

    July 22, 2011 at 6:00 pm

    Hi Mike,

    If I could, I’d like to expand on your second point about leading change, specifically to communicating with the different personality types about the impending change in terms of getting everyone engaged and on board.  I agree with you that it’s important to identify the advocates and critics early on; however, I would suggest in terms of communication, a leader’s added focus should be on empowering the advocates, encouraging their enthusiasm for the measures while limiting response to the critics to acknowledging their concerns but not necessarily addressing them unless there’s some legitimate concerns that would benefit the change (as most of us know, more often than not, these critics tend to be critical without necessarily offering any alternatives to address their concerns)

    This will allow leaders and advocates to turn their attention to what tends to be the larger segment of any group – the “neutral bystanders” or fence-sitters who most likely are more concerned with the here and now while waiting for these changes to take effect.

    This way, leaders and their team of advocates can draw this segment of employees into alignment with their plans and with the large segment of the team on-board, it becomes easier at this point to shift focus back to the critics and help them to see the value behind making these changes.

    By adjusting depth of focus during this process of leading change, as opposed to offering equivalent attention to each subset, leaders will have an easier time advocating and pushing forward change in their organization and teams.


      Mike Myatt

      July 25, 2011 at 6:56 am

      Hi Tanveer:

      Thanks for your comment. In general, I concur with your advice. However I do have one caveat of note: those regardless of segment which possess strong influence. It is quite possible to have a dissenting voice with great influence, which if not properly addressed, could adversely impact the change initiative. Thanks for sharing Tanveer.


    Mike Henry Sr.

    July 23, 2011 at 12:50 pm

    Mike, thanks for a very comprehensive overview.  I can’t think of anything you left out.  Even in small change efforts, the lifecycle and the validation points are involved.  Overlook them and introduce the chance that you’ll fail at even minor improvements.



    Beyond Horizons

    August 1, 2011 at 7:44 am

    Great post!
    I think that every good leader, when required, has to have the ability to carry his people through change and ensure that the transition happens smoothly. But I believe that a good leader also should know when change is necessary, and when its just a whim. Change for the sake of change, like you said, is redundant, even detrimental. A great leader is one who can avoid change when possible and can embrace it when required.-Sindoora (http://www.beyondhorizons.in)



    October 6, 2011 at 2:40 am

    On your introduction and point 2 on Leading Change resonates
    with me.  The leader must be ready
    himself before he can lead others successfully. 
    In times of change the manager has a real opportunity to set himself
    apart from other managers through his ability to successfully lead others
    through change.  I also like to add the
    importance of continuing to develop leadership skills and not wait for the “change”
    to happen and only use these situations to learn and grow.   I’m writing several posts to help people who
    are in the position to influence change to build self –awareness and build
    their effectiveness. http://thecoachpresence.com/

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