Leader-led Phenomenom

phe·nom·e·non

1.
a fact, occurrence, or circumstance observed or observable: to study the phenomena of nature.

2.

something that is impressive or extraordinary.

3.

a remarkable or exceptional person; prodigy; wonder.

4.

Philosophy .
a.
an appearance or immediate object of awareness in experience.

b.

Kantianism . a thing as it appears to and is constructed by the mind, as distinguished from a noumenon, or thing-in-itself.
http://dictionary.reference.com/browse/phenomenon

This new entry elaborates on the notion of a leader’s role in shaping workplace phenomena (environment). 

This is my own story this time, of a research question I investigated.  I asked a number of Canadian leaders about change initiatives they led.  Of special interest to me was to hear how leaders who had led successful and sustainable change would describe the workplace phenomena during the course of the change process.

The results reported to me were that change did lead to a “negative and destabilizing work environment, but despite these occurrences...most challenges were eventually overcome” (Bezzubetz, 2009, p.136).  As a matter of fact, the majority of leaders owned up to the fact that the changes created an uncertain and negative view of the management leading the change (p.107).  The lesson here for all of us is that no matter how thoughtful the process, uncertainty is a by-product of change efforts, and the fingers point to leaders being responsible for this.   

There are obvious risks associated with the scenario described above:  not only do you have to worry about the work environment during a change process, you have to manage the environment well enough to keep the regular business going!  How is it that leaders maintain staff morale high enough to keep the productivity going at the same time as change is taking place?  

The study participants said that 1) it took time (over time the new change starts to feel more familiar), and 2) it also took a concerted effort for leaders to create as much certainty as possible during uncertain times. The leaders also said it was important to give as much information and reassurance to the workforce as possible about what could be expected in the future.

I’d like to hear what have you observed in the workplace during the course of a change effort.  How would you describe the environment?  What observations have you made of leaders who really flopped or those who soared? 

In the meantime, let your leadership shine with transparency and communication during your own change efforts.