Leadership teams often find themselves in a vicious cycle of launching a “transformation” every three to five years. All too often after some initial gains, old habits creep back in, the impact is lost, and the transformation is deemed to have failed—resulting in teams losing faith in future efforts.
People fear change, and the fear occurs in their head. An individual’s brain is designed to “be the fittest” and survive all threats. Change is perceived as a threat. Leaders must coach their followers from a cognitive perspective by getting into their heads and convincing them that the change is to help, not to destroy.
By George Bradt
40% of new leaders fail in their first 18 months in a new role. Generally that’s because of poor fit, poor delivery or poor adjustment to changes down the road. Manage this by paying more attention to the basics of executive onboarding and responding appropriately to the early warning signs at three critical stages.