Leadership Mentoring Personal development

5 Lessons in transformational leadership

Transformational leadership is a key skill in today’s digitally disrupted environment. In the last two and half years I have worked with a sales team in telecom to transition from traditional telecom sales to selling cloud, managed services, applications and professional services.  When I started in the role I naively believed this would be a 12 month process, it took over 2 years. Here are some of the key lessons from my experience:

  1.  Spend time on the Why, no one is interested in the How unless they understand the Why. Ask your team in monthly town halls or all hands sessions why are we changing? It takes time for people to really understand the why.
  2. Regular transparent communications. Weekly updates on progress, recognising any small shift in behaviour, calling it out and celebrating every small change. People don’t change if they feel unsupported, create a safe learning environment.
    • run regular employee engagement surveys on how they are feeling, so you can address concerns in the regular communication
  3. Cadence is essential with any changes: Ensure any new cadence is introduced with a clear expectation of what they need to do, how they can get help to prepare and recognise every improvement they make no matter how small. Coach on the gaps.
  4. Use behavioural framework to help the team understand what is expected of them. This is relevant for cultural change. Culture is underpinned by behaviours that have been acceptable in the past and no longer serve the business. Highlight the 5-6 behaviours that need to change, work out what good, and excellent  looks like for each of the behaviours to change, then ask your leaders where they are on each one. Then coach on achieving the good and excellent.  For example: Excuse behaviour:
    • Excellent: is find solutions proactively and communicate the actions they will take to make it happen and then execute.
    • Good: comes with possible solutions not sure of right option and looks for assistance, then executes.
    • Poor: makes excuses why something cannot happen.
  5. Stakeholders. Keeping your Managers and other stakeholders updated on your plan and progress to the plan is critical. We all underestimate the time to turnaround a situation, so being clear on the plan and where you are on achieving the milestones is key.

What are your experiences?


By angelalovegrove

Angela has over 20 Years International Business Leadership experience in Technology sector working across the Financial Services, Government, Telecommunications, Construction, Mining, Consumer products, Retail, Not for Profits, Manufacturing and Health

Angela has led the setting up of technology start ups including fund raising - Quofore Europe, Asia Pacific, Masterpack Europe, Tenuteq Europe, High growth leadership Quofore Asia, Australia, nbnco Business and Transformation leadership at Telstra Business NSW Australia.

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