Leadership during Organizational Change

Drawing from more than 25 years of experience at public and private universities, Virginia resident Dr. Keith Miller, serves as an educational consultant and teaches doctoral-level courses. A past president of Virginia State University, Dr. Keith Miller is a champion of strong leadership during organizational change.

Though it is not always well received, change has been and will always be upon us. It is therefore far better to for leaders to foster change themselves rather than have it imposed on them. By understanding the challenges ahead and adjusting operations to fulfill the needs of the dynamic market, organizations survive tough times and thrive in the long run because of change.

Organizational progress and success can only be sustained through change. In these cases, leaders should ask themselves: What does success for the organization mean and how will it be defined by the changing environment? Can success be sustained once achieved and what will be its economic impact? How will success affect the organization’s core mission and what does it mean for the organization’s stakeholders and patrons?

Because not all stakeholders will have the same perspective and because change naturally disenfranchises people, many stakeholders will not agree to it. Incentives for change are essential. Leaders should work to alleviate fear of the unknown by developing trust. This can be done by improving communication and public relations activities.