Models, frameworks, restructuring — oh my! Too often, this is leadership a la Wizard of Oz — all bells and whistles and sacrifice by everyone but the leader hiding behind the curtain, all to mask the fact that not enough assessment has been done to facilitate change without creating panic and despair.
Good leaders take three steps before they roll-out a model for developing a process to create a framework:
1. They identify the problem they want to solve, clearly and simply.
2. They assess their company processes and employees to find out how that problem shows up, either explicitly or implicitly.
3. They create a clear vision for change built on that foundation of knowledge.
Then, they adopt or create a model, and roll it out in the community, offering support for the experimentation (not guesswork!) that’s required to make sustainable change.
It all boils down to the four leadership principles I’ve explored before:
That is, embrace the process of leadership, reacting to change by PAYING ATTENTION to what is really going on, before slapping on a training bandaid!
It seems so simple, doesn’t it. Ha! Easier said than done, as CEOs, Department Chairs and trainers will tell you. Because in the end, although actions always speak louder than words, the proof of a strong leadership action is in a solid foundation of preparation.