Managers are important allies in times of change. They have the proximity to and relationships with employees that are critical for building support and navigating resistance in times of change.
But many managers are not being provided the skills and tools they need to become change agent. As a matter of fact being a great manager and being a great change leader are two different things. Managers must first be on board with a change before they can lead their direct reports through the change.
Here are some tips to develop your manager as Change Agent:
1. Get them on board - managers have to go through their own change process before supporting their direct reports.
2. Explain them clearly what you expect from them.
3. Build competencies - "leading change" is a competency that can be developed
4. Provide tools - including change methodology, impact assessment template, roles description..
5. Provide support - help managers succeed at leading change
Image : Flickr Time for change, David Reece
But many managers are not being provided the skills and tools they need to become change agent. As a matter of fact being a great manager and being a great change leader are two different things. Managers must first be on board with a change before they can lead their direct reports through the change.
Here are some tips to develop your manager as Change Agent:
1. Get them on board - managers have to go through their own change process before supporting their direct reports.
2. Explain them clearly what you expect from them.
3. Build competencies - "leading change" is a competency that can be developed
4. Provide tools - including change methodology, impact assessment template, roles description..
5. Provide support - help managers succeed at leading change
Image : Flickr Time for change, David Reece
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