Over the past few blog posts, I’ve discussed lessons on business from the dog park. Visiting the dog park on Sunday afternoons has become a tradition for us. My black lab, Jack, and I both look forward to spending quality time together in addition to the social aspects of the visits. This weekend, there was a large turnout of dogs and their owners, and as a result, there was a tremendous level of activity. Some dogs were playing toss and retrieve games with their owners. Others were frolicking in the water. Some were resting quietly in the shade.
In many respects, this scene reminded me of organizations today and the challenges that leaders are facing with respect to leading change. The marketplace is rapidly changing. Customer preferences are shifting. The ways in which consumers obtain information about products and services is evolving. Technology is rapidly being transformed. Decision making is moving at a significantly faster pace. These market dynamics can create significant challenges for firms. Today’s leaders need a comprehensive strategy for leading change in their firms in order to maintain or enhance their competitive advantage. I have included three tools for the leader’s toolbox.
Initiate a formal mentoring program
This program should target both new employees as well as employees who wish to further develop their careers. Employees need to cultivate positive working relationships in order to thrive in this new, dynamic environment. The mentor can assist the new employee in assimilating to their new work environment by teaching the new hire the unwritten behaviors and actions that lead to career success at the firm. This can also serve as a professional development opportunity for the “mentor”. It is a way to show the “mentor” that they are a valuable employee and serves as a catalyst for developing their leadership skills.
There were several dogs at the dog park that stepped into this role, including Jack. He greeted new dogs when they entered the park, walked beside them to the play area, and “introduced” them to the other dogs. This helped to alleviate fears and smoothed their transition to the park.
Organizational systems should be fluid enough to embrace change
Has the mission and vision of your firm changed? Do your mission and vision statements reflect your current organization? Perhaps your company has entered new markets, industries, or even introduced a new product line. If the firm has changed its focus, it is important this information is clearly communicated to employees.
When was the last time the leadership team reviewed employee job descriptions and the organizational structure? Does the company’s job descriptions match employees’ current roles and responsibilities? Has the firm’s performance management system been adjusted to reflect shifting roles and responsibilities? If not, these are key areas to focus on from a leadership standpoint.
Leaders influence the workplace through their words and actions
Employees formulate their opinions on change based on the words and behaviors of the leadership team. Employees are watching the leadership team closely and they take their cues from them. If a leader projects a positive attitude and perceives the change in a positive light, the employees will follow suit. It is important that leaders set a positive example through their words and actions as they relate to change.
There were several wise, elderly Labrador Retrievers at the dog park and it was obvious the younger dogs had a great deal of respect for them. One elderly dog decided he wanted to lay down in a mud puddle. Several dogs watched him from a distance, and proceeded to flop down in a mud puddle also. The dog owners were displeased with the mess they had made and frustrated with the cleanup that would need to occur. It is important that leaders set a positive example for employees when it comes to leading change.
By developing a game plan and implementing systematic strategies for leading change, leaders will achieve a competitive edge for their organizations.
Chrissann Ruehle is Co-Founder of Black Lab Ventures, LLC. A human resources management consulting business, Black Lab Ventures focuses on on-boarding, training & development, performance management, and health & wellness initiatives. Our signature service, called Culture Branding, is a form of employer branding designed to help companies attract top talent and retain employees they already have. For small businesses, we offer our HR Start-Up Kits – a simple and affordable method to achieve an HR presence. We also offer full service packages for mid and large-sized companies, and function as a complement to their HR departments so they can focus on their core business.
For more information, please visit our website at http://www.blacklabventures.com/ or feel free to call us at 513-443-2365.
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