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Leading Change – To Lead It You First Have to Live It 领导改变 - 要引领它,首先必须亲历其过程


Change is an inevitable part of organisational growth, but leading through change is a skill that requires both understanding and experience. To truly grasp the essence of effective change management, it's insightful to explore a real-life example that encapsulates the challenges and triumphs of leading change.

变化是组织成长不可避免的一部分,但领导变化需要同时具备理解和经验的技能。要真正掌握有效的变化管理,我们接下来来深入探讨一个真实生活中的例子,其中包含了领导变化的挑战和胜利。





The Story of Elevation Outdoors

《Elevation Outdoors》的故事


Elevation Outdoors, a mid-sized outdoor equipment company, faced a significant turning point three years ago. With emerging technologies and shifting market demands, the company needed to pivot its strategy and embrace digital transformation. This story is about how the leaders of Elevation Outdoors navigated this turbulent period.

三年前,一家中型的户外装备公司《Elevation Outdoors》面临了一个重大的转折点。随着新兴技术和市场需求的变化,公司需要调整其战略,拥抱数字化转型。这个故事讲述了《Elevation Outdoors》的领导层如何应对这个动荡时期的情况。


Recognising the Need for Change

认识到改变的必要性


It all started when Elevation Outdoors experienced a steady decline in sales. The leadership team, spearheaded by CEO Laura Chen, quickly recognized that change was not just necessary; it was imperative. Laura understood that to initiate effective change, she needed to first live it. She began by openly discussing the challenges with her team, setting the stage for transparent communication.

一切始于《Elevation Outdoors》销售持续下滑的情况。首席执行官Laura Chen领导的管理团队迅速认识到,改变不仅仅是必要的,而且是势在必行的。Laura了解,要启动有效的改变,她需要首先亲身体验。她首先与她的团队公开讨论了面临的挑战,为透明沟通奠定了基础。


The Kubler-Ross Change Curve in Action

库伯勒-罗斯改变曲线的实践


As Elevation Outdoors embarked on its change journey, the team experienced the Kubler-Ross Change Curve firsthand. Initially, there was denial among some team members, who were accustomed to traditional ways of working. This soon turned into frustration, as the change disrupted their routine. Laura knew that addressing these emotions was crucial. She held regular town-hall meetings, giving everyone a platform to voice their concerns and feel heard.

当《Elevation Outdoors》着手进行改变之旅时,团队亲身经历了库伯勒-罗斯改变曲线。最初,一些习惯于传统工作方式的团队成员对一些改变表示不认同。很快,这种情况变成了沮丧,因为改变打破了他们的日常工作方式。Laura知道,解决这些情感问题至关重要。她定期举行全员大会,为每个人提供了表达自己关切的机会,让每个人都感到被倾听。



Empowering Change Agents

赋权改变代理人


Laura identified key team members who showed adaptability and enthusiasm towards the new direction. These individuals became change agents, instrumental in championing the change across the organization. By empowering these agents, Laura ensured that the change initiative had advocates at different levels, making the transition more relatable and less intimidating for all employees.

Laura确定了一些团队成员表现出对新方向适应性和热情,这些人成为了改变的代理人,在整个组织中推动了改变。通过赋权这些代理人,Laura确保了改变倡议在不同层次都有支持者,从而使整个团队对改变更有信心,也不再感到害怕。


Transparent Communication and Consistent Leadership

透明沟通和一贯的领导


Throughout the process, Laura maintained a stance of transparent communication. She shared regular updates about the changes, the expected challenges, and the potential benefits. This approach helped in mitigating uncertainty and building trust. Moreover, Laura's consistent leadership through this period served as a beacon of stability for the team.

在整个过程中,Laura坚持透明的沟通。她定期分享有关改变、可能的挑战和预期好处的最新信息。这种方法有助于减轻不确定性,建立了信任。此外,Laura在整个过程中始终如一的领导作用为团队提供了稳定的方向。





Facing Challenges and Adapting

面临挑战和适应


No change process is without its challenges. Elevation Outdoors faced its share, from technical hiccups in implementing new software to resistance from some long-standing employees. However, what made the difference was the leadership's willingness to listen and adapt. Laura and her team took feedback seriously, tweaking their approach as needed to ensure that the change was not just top-down but also inclusive.

没有哪个改变过程是没有挑战的。Elevation Outdoors公司也面临了各种挑战,从实施新软件时的技术问题到一些资深员工的抵制。然而,不同之处在于领导层愿意倾听和适应。Laura和她的团队认真对待反馈意见,根据需要调整他们的策略,以确保改变不仅仅是自上而下的,也是全员参与的。


Results and Reflection

成果和反思


Two years into the transformation, Elevation Outdoors emerged more resilient and forward-thinking. The company not only improved its market position but also cultivated a culture that embraced change. Reflecting on this journey, Laura noted, “Leading change is more than directing; it's about living through the change with your team, understanding the emotional journey, and emerging stronger together.”

在改变两年后,Elevation Outdoors公司变得更具韧性和前瞻性。公司不仅改善了市场地位,还树立了一个重视改变的文化。回顾这段旅程,Laura指出:“领导改变不仅仅是引领,还要亲身经历改变与你的团队,理解情感之旅,并共同更加坚强。”





Practical Lessons from Elevation Outdoors

从Elevation Outdoors公司中汲取的实用经验


This story offers several practical lessons for any leader facing change:

这个故事为任何面临改变的领导者提供了几个实用经验教训:


  • Lead by Example: Be the first to embrace change and demonstrate its value.

  • Communicate Transparently: Keep lines of communication open to address concerns and build trust.

  • Empower Advocates: Identify and empower change agents within your team.

  • Acknowledge Emotions: Recognize and address the emotional impact of change.

  • Adapt and Listen: Be willing to adapt your strategy based on feedback and evolving situations.

  • 以身作则:首先接受改变,并展示它的价值。

  • 透明沟通:保持沟通畅通,以解决关切和建立信任。

  • 赋权改变代理人:识别并赋权那些对新方向充满热情并有适应性的团队成员。

  • 承认情感:认识并处理改变对情感的影响。

  • 适应和倾听:愿意根据反馈和不断变化的情况调整策略。

In conclusion, leading change is a multifaceted challenge that requires more than just strategic planning. It's about leading by example, understanding the emotional journey, and fostering an environment where change is not just implemented but lived. As leaders, our role is to navigate these waters with empathy, clarity, and resilience.

总之,领导改变是一个多层面的挑战,需要不仅仅是战略计划。它是关于以身作则,理解情感之旅,并营造一个不仅仅是实施改变,而是生活改变的环境。作为领导者,我们的角色是以同情心、清晰度和韧性引导这些过程。


If your organisation is on the cusp of change and you're looking for guidance, remember that the journey is as important as the destination. Feel free to reach out for further insights or support in leading your team through transformative times.

如果你的组织正处于改变的边缘,需要指导,请记住旅程与目的地同样重要。欢迎随时联系,以获取更多关于引领团队度过转型时期的见解或支持。


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