The dramatic events reshaping the world of work in recent years mean leaders have had to change their ways of doing things. Not long ago, organizations expected to undergo transformation every decade or so. Now change is global and it is constant, and leaders are challenged to lead through it — like assembling the aircraft while in-flight, as the saying goes — catching up and enabling the organization stay relevant while also capitalizing on the opportunities that come with change.
For example, the way leaders communicate in uncertain times is different now. Just a few years ago we may have used a very directive style: “Do what I say, and everything will be OK.” But now, leaders need to communicate transparently — in real time, not after the fact — with empathy and clarity. Even as a crisis unfolds, they need to be honest about the challenges the organization is facing while offering reassurance and a clear plan of action. This approach helps build trust and confidence among employees, encouraging them to work together toward a common goal.
Another example is how transformative leaders manage digital technology, which is changing the face of business, its goals and the makeup of its workforce. But C-Suite executives are facing challenges in rolling out and implementing digital transformation projects because there is no change management strategy, according to Robert Half Research. But transformative leaders understand that creating and enhancing a digital business is a mindset, not just a series of tasks. They can lead teams to adapt in the face of change and, perhaps most importantly, they can identify and orchestrate the skills required to do this.
