Leading Organizational Change as a deServing Leader

At EVENTEQ, I have always tried to reinforce the idea that change is the only constant. The COVID pandemic has forced us to change and adapt in unprecedented ways. As I embark on a new mission to lead organizational change, I wanted to share my thoughts on how organizational change can be consistent with deServing Leadership principles.

DeServing Leadership dictates that, to effect change, teammates must share the leader’s vision and commit to accomplishing the leader’s direction. Before a deServing Leader can begin to expect teammates to do so, they must exemplify sociability, intelligence, self-confidence, determination and integrity. Successful change hinges on greater collective and collaborative team participation and empowerment and high levels of continuous improvement. Leaders must drive decentralization, accountability, collaboration, flexibility, and adaptability of structures, processes, participation, and autonomy.

Here are some key considerations:

Building Trust: Before any change can occur, deServing Leaders must build trust — by listening, being transparent, and collaborative.

Individualization: It’s essential to believe in people, serve others’ needs before your own, be receptive and non-judgmental, and listen intently to teammates. Banutu-Gomez (2004) states that “to succeed, leaders must teach their teammates not only how to lead: leadership, but more importantly, how to be a good follower: followership.” Exemplary followers take the initiative, assume ownership of problems, and participate actively in decision making. deServing Leader’s ability to be a follower and a leader results in others’ inspiration and motivation.

Culture: deServing Leaders must foster continuous improvement and provide opportunities for their followers to learn and grow, fail forward, and provide encouragement and affirmation.

Decision-making: By openly focusing on their team’s best interest, deServing Leaders can create a psychological and social contract with them that enhances both tangible and intangible relationships. We must make decisions that focus on transforming our teammates toward personal greatness.

Change Management: A deServing Leader envisions the future, takes initiative, clarifies goals, facilitates a shared vision, shares power and status, and promotes others. They implement change by adding value to teammates by focusing on goals, taking initiatives, and being who they are.

Change is inevitable. However, being able to come out on the other side with a motivated and focused team that has a shared vision, is passionate about the future, and feels empowered to meet personal and group goals, is a true measure of deServing Leadership.