There are nine leader behaviors in the framework that support the system for leading transformation. These could be considered the “art” of leading transformation. There is an old saying in the military, “a leader is always on parade.” Leader as a role model is probably in every leadership book and course on the planet. And, for good reason. However, in this case, it takes on a slightly different connotation. The nine behaviors work together to form a coherent leadership style.
To be credible, the leader as organization architect (OA) must change first. Without credibility, the new design will not result in different behaviors throughout the organization. Effective leaders role model the other eight behaviors that make up the leadership style of the organization architect.
Respect for People
If you want people to collaborate and change then, you have to treat them with respect. Successful organization architects treat people with respect and dignity regardless of position or status.
Organization transformation is complex, and the odds of success are low. Creating sustainable excellence requires a collaborative leader and a team-based approach.
Part of organization design and transformation is frequent communication using both formal and informal media and methods to convey the need for change as well as the approach to change.
Most employees have seen a wide variety of change initiatives come and go. Leaders often have difficulty following through with the actual change. Why? One reason might be that developing strategies is a lot more fun than the hard work of actually implementing the strategy and running the organization.
Successful organizational transformation requires leaders follow through and hold people accountable. Many organizations develop compelling visions and strategies but fail to follow through and implement the changes required to make the vision a reality.
Not only are successful leaders skilled at systems thinking, but they are also strongly motivated to work with systems and processes. Successful leaders of change are systems thinkers and able to “connect the dots” to create an aligned and congruent organization.
Personal engagement in the organization design or redesign and transformation is required. You can’t delegate the overall design and integration of the organization system.
Successful leaders of transformation are never satisfied with themselves or their organization. Coming “full circle” the successful leader of change becomes the change they want to see and they do this through reflection and learning from experience.
Enjoy the journey!
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