Friendly reminder to my friends and colleagues eagerly moving into post-Covid planning: do NOT assume that your leadership team is all on board with the latest and greatest ideas / research (case for change) and will automatically adopt and actively sponsor the new initiatives.
In several conversations in the past few weeks – about return to work arrangements (especially days in office), amplifying support for the Muslim, Asian and Black communities (in response to several horrific incidents) and concerns addressing talent retention (particularly given research on Millennials) – I hear a rush to tactics … “what we will do?”.
Enrolling Leaders at every Level
Let’s remember that ALL our Leaders (those that will be the accountable executive) AND those who will supporting the change (eg role modeling and holding their teams accountable) need to be “enrolled”.
By enrolled I mean specifically that their understanding, alignment and commitment must be earned and choreographed to precede activities required at their level of the organization.
Communication and Training alone are insufficient
I realize many of us are still under pressure to just communicate and train however many of these changes go to the core of what we each believe about work and go to our trust in our leaders and organization. Even shifts and amplifications can require deeper conversations.
The risks of under shooting on leadership understanding, alignment and commitment not only put the tactic’s benefits realization at risk but, in these examples, can also damage the credibility of the organization in the context of employee experience.
On-going Leader Conversations
Organizations that recognize that the on-going pace of change is the ‘new normal’ will build in standing agendas, across the organization, to enable such on-going leader conversations.