FCCS News & Insights

Navigating Uncharted Waters: The Role of Senior Leadership in the Change Revolution

By Scott Binder, FCCS Consulting Network

At no point in history has the speed of change been faster than it is today. Organizations and their teams are expected to do more for customers, faster than ever before. Technology innovation has both fueled and challenged our ability to change. On one hand, the ready availability of cutting-edge tools and platforms gives us tremendous power and efficiency, allowing people to do more faster than ever before On the other hand, humans aren’t robots. This breakneck pace can result in burnout, decreased morale, poor engagement, and high turnover without strong leadership.

In the face of the current “change revolution,” will your organization thrive or suffer as we move into the future? The answer will be determined by the ability of your senior leadership team to lead through these uncharted waters. Let’s discuss the most vital roles of senior leaders in this rapidly evolving landscape.

Establish a compelling vision. You need to clearly articulate the desired future state and the benefits of change to inspire and motivate employees. Furthermore, don’t get down in the weeds—focus on the “why” and the big concepts. Helping your team understand the reasons behind each change will generate increased buy-in.

Allocate resources wisely. If employees are already feeling overwhelmed by workload—and national surveys reveal that many are—you need to thoroughly support them with additional funding, time, and personnel if you want an effective change process.

Create a sense of place and connection within your team. Get to know your teammates. Take time to truly connect and learn about them. Help foster a sense of belonging in the workplace by developing authentic connections. (Also, don’t underestimate the power of handwritten notes expressing gratitude!)

Model change behavior. Change happens from the top down. You need to actively demonstrate the new behaviors you want to see from your team. This demonstrates your personal commitment to the change, and others will follow suit.

Cultivate trust. Provide candid, transparent communication about the changes occurring. Be honest about the positives, the negatives, and how people will be affected.

Listen to employees. Giving people a voice—and actually listening to what they say—gives them agency, resulting in increased support for the changes.

Recognize and celebrate successes. There are multiple recognition programs in the marketplace, but you can also find creative and humorous ways to recognize achievements. During the pandemic, our team used rubber chickens as a symbol of courage and resilience. We had chicken finger puppets, squawking chickens, and even chicken socks circulating among us. The cost of these gifts was small. The connections created and sense of fun were huge during a challenging time.

Don’t be afraid to modify plans. With rapid change, you may learn along the way and need to achieve the vision. Be agile.

In a world where the pace of change shows no signs of slowing, the behaviors and decisions of senior leadership will largely determine whether your organization survives, thrives, or flounders. Proactively using the tips above will position you to create a resilient, adaptable, and forward-thinking organization.

Scott Binder brings a wealth of Farm Credit System experience to the FCCS Consulting Network. He served as the CEO of FCCS for eight transformative years, followed by five years as the COO of Farm Credit Services of America. Scott currently coaches executives, boards, and leadership teams to deliver amazing results.

To learn more about Scott’s expertise, visit his FCCS Consulting Network webpage, reach him via email or call 303.944.6606.