Organizational structures vary based on industry, location, and size. Regardless of the type of business and its organizational style, the success of every company depends on the leadership team. Executive leaders are responsible for sustainable growth, employee engagement, and the customer experience. Moving a company from a stagnant position toward a brighter future requires an effective strategic plan and an executive team that is committed to a transformational leadership style.
Inspirational
Organizational transformation often comes after a period of slow growth, high turnover, and a general sense of dissatisfaction. Transformational leaders have the ability to motivate a stagnant workforce. These effective leaders focus on building a positive corporate culture that attracts and retains top talent. Transformational leaders inspire their peers and subordinates to do their best work. In turn, those employees then encourage others to do the same. This cycle of inspiration quickly overcomes negative and even toxic workplace cultures.
Transparent
Since major organizational change typically comes with at least a few new executive team members, staff members become anxious about the change. The easiest way to combat rumors, murmurs, and fear is to communicate as openly as possible. Allow the workforce to hear about upcoming movements and listen to their feedback. When employees feel like they were part of even the smallest decisions, they are likely to be more engaged and have a positive outlook regarding the organizational change. Conduct virtual or physical town hall meetings to encourage open communication and to discuss parts of the strategic plan that do not require confidentiality.
Collaborative
Gaining agreement among top leaders is the only way to produce effective and lasting organizational change. Transformational leadership places a big emphasis on collaboration from the top to the bottom of the organization. Therefore, it is crucial to bring stakeholders on board and help them understand the nature of the proposed changes. Leaders may choose to organize small workgroups that conduct research or survey employees. These subcommittees provide valuable feedback and keep track of the pulse of the organization. Transformational leaders will use this information to change direction if necessary.