Leading Leaders through Change

by | Aug 29, 2018 | Insights | 0 comments

Change is the only constant!

We all face change frequently.

Much has been written about leadership styles, traits, competencies, and behaviours.

To remain effective, leaders need to continually be aware of their strengths and development needs.

Leadership involves flexibility, especially in an ever-changing environment, leaders can be found at every level of an organisation.

You do not have to let change overwhelm you. As a leader, your staff need your leadership.

But what if your staff are ‘other leaders’?

Leaders need support themselves to best support and lead their staff.

At any point in change and growth, there needs to be more than one person capable and willing to lead effectively. The effective leader of leaders is the catalyst to improving individual growth and performance, and ultimately, outcomes.

James Kouzes and Barry Posner state – Leadership is not a place; it is a process; and supports the notion that leadership is about influencing the behaviours of others. Communication is the most effective way to influence people.

The challenge of leading leaders is most evident in organisations that attract highly talented people.

What skills do you need?

Effective leaders:

  • Make a difference;
  • Are optimistic;
  • Have a positive attitude;
  • Have integrity and build trust;
  • Are respectful;
  • Are trusted;
  • Collaborate;
  • Encourage innovation;
  • Value and implement continuous learning and improvement;
  • Are adaptable.

Leaders lead leaders by creating an environment which allows the future state to be visualised.

  1. Each leader has individual needs; so, what does it take to lead leaders?
  2. The following ten guidelines support your journey:
  3. Know yourself;
  4. Surrender control – delegate (authority and control) – and leave them alone;
  5. Get comfortable with change/disruption;
  6. Share what you know, and don’t know;
  7. Listen to the leaders;
  8. Define the issue/problem – understand the context – place associated risks within the ‘future state’;
  9. Create spaces for questions;
  10. Consider Inside-out or Outside-in and Push versus Pull;
  11. Encourage vision and innovation;
  12. Acknowledge and reward.

Ultimately, lead by example – model the qualities you want your leaders to have. From the beginning, prepare your leaders to be great partners.

Over the years, I have implemented the guidelines above and have successfully developed numerous leaders. My support is grounded in the principles of believing in leaders, trusting them, understanding accountability and responsibility and, getting out of their way.

Furthermore, I believe people welcome change – if they are collaborators in the change.

I implement the following ethos: as long as it is ethical, legal and not designed to hurt anyone, give it a go!

Create a practical ‘leadership development program’ fit for your leaders, and organisations, needs. I can help you develop the strategies and resources to lead other leaders.

Bill Miliotis

Organisational Architect and Change Leader.

Working across multiple sectors, Bill facilitates the creation and implementation of lasting development, growth and outcomes.

For more information visit www.realiseyourvision.com.au or email info@realiseyourvision.com.au.

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