Change: Faith and Responsibility for Success

Change: Faith and Responsibility for Success

Transforming a company is never an easy task. It requires courage, commitment and the willingness to challenge the structures that are familiar. But the foundation of all change is that leaders believe in it. The ADKAR model – a proven tool for change management – also shows that the belief and commitment of leaders is a prerequisite for successful change.

Leaders play a key role: they are the ones who set the direction, inspire and coordinate. But the story cannot stop there. It is not enough for leaders to believe in change – everyone in the organisation, regardless of position, must understand and support it. Because change is not a one-way street, it is a shared responsibility.

Why is “leadership culture” not enough?

We often hear that an organisation’s problems can be solved by a stronger “leadership culture”. I don’t think this is true per se. In my experience, the root of the problems lies in the following factors:

• Silo mindset: departments do not work together, information does not flow efficiently.
• Communication gaps: processes and responsibilities are not clearly defined.
• Missing Key Performance Indicators (KPIs): without clear measurement points, people do not know what they are measuring and how.
• Chaotic structures: daily or weekly meetings are disorganised and accountability is blurred.