The success of any change intervention depends on the leadership of the organization. It is therefore important to note that leadership is an enabler of any type of change.

Often organizations require transformational leadership for the successful implementation of any change intervention. Transformational leaders focus on three critical activities namely the creation of a compelling sense of vision, the mobilization of commitment to the vision and the implementation of change.

 In general leadership can be seen as the driving force to ensure effectiveness and efficiency. Effective leaders know that the successful implementation of change begins with attending to the human aspect.

Therefore, leadership is about the leader’ ability to influence people and allowing them to change perceptions, behaviors, attitudes and finally action.

Key challenges

Some of the key challenges organizations face while implementing a change include the following -

Resistance is the biggest challenge — Resources within your company are already well adapted with their existing situations, they might not respond well to change or eager to change with time. They might even fear of losing their jobs, if the change involves process automation or prompting employees learn an entirely new skill they could not ace. This is when organizations should bring down ambitions to manage change.

Leadership- Strong leadership is essentially vital to introduce change. If a leadership is not defined about its work, and how to minimize chaos once a change is being implemented; it might spoil the entire objective of bringing change and innovation within an organization.

Disruption — Operational disruption is yet another challenge, which might crop up at the time, and during change. A small consulting company might only need to upgrade their existing software to bring innovation and change. However, a big or medium size company might face a lot of disruption when it comes to changing enterprise planning software of its own.

Training, planning and management are crucial components that collectively ensure true success of a change and innovation planning.

Managing change and innovation

Poorly managed change brings an organization to its toes. Effectively managed change changes the fortune of an organization. But how to do it properly, with little effort and more impact? This is when the reference of change management comes.

The entire process of expecting bigger returns from change and innovation is to first draft a plan on it.

The entire change management plan needs to be implemented in bits. Never indulge in overflowing a process with lots of defined changes at once. Take some time and let change occur naturally, and thus make it an understandable requisite for business growth rather than a norm.

 A process change and innovation might prompt resistance — active and passive. Therefore, you need to scale down ambitions, meaning you should stop implementing everything altogether, and start with small changes, and then slowly move to the large ones, thereby touching almost every changes in gradual order until the entire change plan is implemented.

“Change cannot be put on people. The best way to instill change is to do it with them. Create it with them.” – 

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