Whether responsible for leading it or involved in implementing it, planned change can be overwhelming and isolating regardless of your experience and competence as a leader. So it's a major focus for TurningTides. Our Executive Coaching Framework comprises three elements - individual, relational and systemic. It's the systemic element that I want to focus on in this post.
Leaders can lose their bearings in organisational complexity
Work environments are complex these days. Organisational boundaries are less clearly defined as services integrate and centralise in pursuit of greater collaboration and efficiency. Leading change in this context can be pretty demanding. There's a lot to think about, not least of which is connecting with, and maintaining positive relationships with the people involved in the changes.
In reality 'planned change' is a bit of a misnomer. The complex adaptive nature of systems means that the environment within which organisations operate is constantly changing and the human response, both inside and outside the organisation, tends to be unpredictable.