A recent article (A Call for Leadership) in the Harvard Nieman Journalism Lab points to leaders as the chief reason that corporate culture does not change. The article cites research and examples to make the case for why executives are to blame for failure to change corporate culture in news organizations. But, this is true of probably any organization!
The typical view of most executives in organizations is that the masses will ‘resist’ change and that the masses is where the problem is. That is a fallacy. As the article points out and in my experience, it is leadership where the blame lies. Why? Because 1) often the change leaders are not truly willing to change, and 2) it is at the mid-management layer where the change most often loses steam (not the masses). Not surprisingly, the most common reason for mid-level leaders not supporting the change is top level leaders not being willing to change!
The Role of Top Leaders
Change leaders must eventually accept that their role in leading the change goes beyond telling people to change, beyond talking about vision, beyond re-stating the business case for change. All of those things are necessary. But, effective change leaders look critically at themselves and ask “what do I need to do differently myself to influence others to change?” Without a genuine and visible personal change in how they conduct themselves, executives will struggle to effectively lead and implement meaningful and lasting change.
The Role of Mid-Level Leaders
The middle level manager often feels powerless because the top isn’t walking the talk and the bottom resists change. That is a tempting and convenient way out of taking personal responsibility. The truth is, in any organization one can find fantastic mid-level managers leading change, even in the absence of effective leadership at the top. They take responsibility to believe in the vision of the organization and in the change required. They take responsibility to lead through example and hold those they lead accountable for the same. They take responsibility to communicate and make relevant the need for change. And, they take responsibility for minimizing the confusion and creating clarity of purpose.
Leaders at all levels play a significant role in leading and implementing effective organizational change. In the end, effective leaders are those who embrace the philosophy that ‘change begins with me.’
