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By Kevin Bonfield, founder and managing partner at Concentre and a member of the Entrepreneurs’ Organization in Dallas, Texas.
Your leadership team is truly the driving force of any change you want to bring to your organization. Leading change, thus, requires knowing how to get your executive team and managers on board.
It’s easy to underestimate the number of changes that will happen to our leadership or executive team when we begin a transformation journey. When it comes to implementing major change I often see over half the leadership team turnover during the next two to three years.
So, if we know that there are going to be changes, how can we take a proactive view of getting the right people in the right seat? This is the first step towards building the team you need to be successful.
Assessing the Team: Bringing Realism
Let’s start by understanding that assessing your team requires a degree of art and, where possible, can involve getting more than one perspective.
That said, it is only when we assess with a level of realism that we can begin to take the appropriate actions. Underestimating and overestimating both lead to problematic outcomes—either that we underestimate or overestimate the depth and breadth of changes that are required. This is where a Team Assessor can help you.
The Team Assessor evaluates your change team on two dimensions:
Capability to Lead Change. Change is different, so the capabilities required to lead change are specific to the change in front of you and the organization. To what extent does each member of your leadership team have the capabilities needed to drive this change?
Readiness to Lead Change. How much passion and desire does each member of your team have to drive this change… Read More
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