As featured in the article “Making Yourself Indispensable” published in the October 2011 issue of Harvard Business Review.
Recently, Harvard Business Review published an article titled, Making Yourself Indispensible, by Jack Zenger, Joe Folkman and Scott Edinger—co-authors of The Inspiring Leader and principals of the leadership development company, Zenger Folkman.
After years of extensive research, we at Zenger Folkman have identified 16 core leadership competencies that set highly effective leaders apart from the rest. We call these The 16 Differentiating Competencies. Our research proves that if you possess a strength in even one of The 16 Differentiating Competencies, you’re more likely to be perceived as one of the outstanding leaders in your organization. Possess two or three strengths, and you’re on your way to becoming an extraordinary leader.
Over the next 16 days we will open discussions about each of these competencies and how to develop them.
Today’s discussion will focus on the fifteenth competency:
15. Champions Change
A few behaviors defining this competency
- Act as a change agent—strongly support the continual need to change
- Become a champion for projects or programs, presenting them so that others support them.
- Be an effective marketer for work group projects, programs, or products.
Do you encourage people to let go of old ways so new ways can begin? Are you one to help teams and work groups translate new change goals into practical implementation steps? Can you champion organizational change initiatives in a way that helps people understand, appreciate, and support them?
Every organization needs a leader that possesses the courage to stand up for change. These leaders are able to help others overcome their resistance to change. They foster an organizational climate that creates business structure and systems for supporting change initiatives. Most importantly, they make sure people understand the links between change initiatives and the organization’s strategic business direction.
Champions Change
Is this a strength or weakness for your leaders?
How has it impacted your career? Organization?
We encourage you to share your thoughts, stories or questions about this competency, below in the comments section.
October 14, 2011 at 1:45 pm |
The particular focus on a leader’s ability to allow and support change initiatives is probably one of the greatest and most difficult strengths to acquire as a leader. We found it’s especially tough when a company is making a lot of money doing what they’ve always done.
I think your readers will be fascinated to read the unfolding story of how Google is managing change. Jury is still out on their leadership: http://wp.me/p1irwj-js
October 27, 2011 at 9:00 am |
[...] you want to affect and implement change you must be a champion of it. If you want the change to be successful, you must lead people towards it. This goes [...]