What People Really Need from a Change Leader by Mark J. Tager

Due to nowadays turbulent environment, changes in the companies are to become the necessary for sustaining competitive advantage or simply, for survival. Therefore, change initiatives should be organized and lead properly in order to get positive outcomes. Thus, the role of change leaders is crucial as for implementing the change successfully as well avoiding employee resistance. According to Tager (2004), the good leaders should

• Have a vision

• Provide motivation

• Instill confidence

• Create a direction

• Provide resources

Moreover, nowadays changing environment leads most of the leaders to move to actions directly without considering the change process, which followers should go through. In doing saw, leaders face new problems of lack of clarity, increased stress and ambiguity, a sharp need for trust and emotional support as people have to work in the different context. (Tager, 2004)

Another interesting issue is how the author describes what a good change leader should provide. He mainly states that the communication, support, openness, empathy and flexibility are the main factors that should be reflected in the leader’s actions. Moreover, to discuss the issue from the view of follower, the following gives a clear picture what followers demand from change leaders (Tager, 2004):

• Lets me know what’s going on and isn’t afraid to say “I don’t know”

• Is easy to “read” so I know where he or she is coming from

• Remains calm under fire

• Sets clear expectations, ones that are sure to change and will then be replaced
with new clear expectations

• “Hears” me—is willing to Listen

• Is willing to change the plan when things aren’t working out

• Involves me and isn’t afraid to ask for help

• Is visible and available

• Seems “together” in thought and action

Finally, Tager (2008) suggests that three major attributes should be taken into consideration by change leaders to enhance the performance of firms in “today’s turbulent work climate”. These are: flexibility, empathy and trustworthiness. Without flexible actions taken by change leaders, without empathy gained from followers and without trust between the leader and the follower, change initiatives are planned to fail.

From my point of view, change leaders are facing the challenges they have never faced before. They are key to the success of the change initiative and overcoming probable follower stress and low morale. Drawing on the guest lecture delivered by Mica, change agents should be visible any time during the change process, should motivate followers and feel confident of their competencies. Hence, building trust and empathy among followers are the vital components of successful change.


REFERENCES:
Kamm, M.W. (2008). Guest Lecture 24th of November, Middle Management - Real Life, Retrieved 2008-11-25 from Jönköping International Business School’s website:
http://jibsnet.hj.se/documents/files/download/832478114/3385827292690149047/Microsoft%20PowerPoint%20-%20Middle%20Management%20JIBS%2020081

Tager, J.M. (2004). What People Really Need from a Change Leader. Leader to Leader. vol:2004 iss:31 pg:6 -9