Change Fatigue Hitting Strategic Leaders

It’s hard enough for an organisation to embrace change when its frontline employees resist it.
Without them on board, you’ll find a lot of smiling and nodding when you talk, but not a lot of action.
As a leader, it’s your role – nay, your sacred duty – to bring your people on the change journey. Not kicking and screaming, but as enthusiastic partners.
But what do you do when your fellow leaders are dragging their feet?
That becomes a different flavour of difficulty.
If one of your organisation’s leaders isn’t fully behind this, you have only one winning move:
Stop.
They say culture comes from the top. There’s a lot of truth to that. But it’s even more true when it comes to change.
Leaders have to drive a change initiative every day. It takes a lot of work to mobilise, align and inspire people. It’s not something that can be delegated, put off or done with half a heart.
Unless all the leaders are fully committed, the change will be lopsided at best.
At worst?
Well, I’m sure you’ve seen it.
Stagnation, conflict, silos, exoduses – it’s a familiar saga to anyone with more than a few years of experience.
If you’re lucky, you can shield your customers from the worst of it – for a while, at least.
Eventually, though, those cracks are going to show.
If you’re in a position of power over the leaders – say, a CEO – then make sure your team is on board before you start.
Announcing, then stopping, a change initiative is painful. It breaks trust. But that is still better than muddling through and pretending everything is fine. If nothing else, at least it’s honest. But like I say, it’s better to sort all that out before the rest of the organisation hears about it.
If you’re not the ultimate authority, though?
Well, that’s where true leadership skills come in.
It’s up to you to figure out what the problem is. Are they concerned with some of the details of this change? Are they naturally resistant as a person?
Or maybe they’re simply exhausted from all the change.
You’re not a therapist, there to sort out all their issues.
But you are a leader – and part of leadership is coaching.
If you can’t bring the best out of one of your peers, then how can you expect to do so with your people?
As always, the stakes are high and the burden falls on the best leaders. You pay that price and, in return, the odds of the change initiative succeeding go way up.

The best way to enhance your organisation is with the ultimate advantage: trust.
But how do you measure something like that, let alone improve it?
Especially if your workforce is stretched thin, cynical and burned out on change?
There are simple, effective and proven strategies you can begin implementing today. I know you can unlock the creativity, productivity and joy of your employees.
Learn how today with my free white paper and all the resources you need to launch your own trust-based change initiative:
https://battenandking.com/advantage

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