In the business world change is constant. The change that has the biggest effect on the employees is the change that involves management. Whether it is someone new to leadership or someone that has been in leadership for a long time, change is always a challenge within an organization. When a new leader comes into or is moved within an organization, they bring new rules, quirks, and viewpoints. Even though each leader has their own personality and leadership style, there are a few approaches that seem to be similar amongst many leaders. There are two approaches I have experienced in my career from many different leaders that seem to have a significant impact on the morale of the employees.
Micromanage the change
The first approach is that of the micromanager. The micromanagers have the tendency to jump into a new system and make it into their own without learning the existing system first. The National Federation of Independent Business explains a micromanager as, ” The micromanager is the manager who must personally make every decision, take a lead role in the performance of every significant task and, in extreme cases, dictate every small step the workers take.” They are change drivers. They take the approach that every system needs to be fixed, so they will fix it. These types of leaders have a hard time seeing the positive aspects of the existing system. From what I have seen, these leaders have a tendency to rub people wrong in the beginning. With time the subordinates get used to their new leader and their leadership style. Those who are under this type of leader, either learn to work with them or go on to different positions.
Learn the system then change
A second approach is that of the leader that learns the system and then makes changes. These leaders are focused first on the people within the system and then on changing the system. They spend sufficient time learning the existing system, so they have the trust of the people within the system. Once they gain trust, they can effectively change the system with the support of the people within the system. These leaders seem to be more liked by those they lead than the leaders who change everything right off the bat. These leaders gain the support of their subordinates and then help in changing the system.
Although both leadership styles are needed for specific systems, the second approach generally is a more people friendly approach. People tend to react more openly to change driven by management that is also open to ideas.
Have you ever worked for a micromanager? Have you worked for someone that learned the system and people and then made changes? What did you think of each approach? How did you respond to each? Please share your thoughts in the comments section below!
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