Head of People at Lorna Jane

Annelies Maxwell

Leading through Change is Shaping our Organisations

If you ask a Leader when they last navigated a time in their role or organisation without change, the chances are you won’t find one. As we face a time of economic uncertainty, our new ‘normal’ life after the pandemic and the age of AI, we face change in ways we haven’t ever before. As Leaders, the role we play within our organisations are constantly evolving and that evolution is shaping the way we must behave in order to navigate the road that lies ahead. We can’t change what we don’t know, but as Leaders, we can ensure we are prepared to adapt and innovate when the time comes.

Leading With Purpose

Leading through change is no longer a one size fits all framework we can pick up and apply to a new role or organisation. Leading through change will require a new mindset focused on adaptability, resilience and innovation. We can no longer rely on traditional methods; instead, we are responsible for challenging new ways of working and being open to new ideas. Above all else, we must adapt to a willingness to take risks and be okay with that sometimes, even if it leads to failure. The leaders that will rise above to take that challenge on and succeed will be those that inspire through leadership and with purpose. They will be comfortable with the uncomfortable. How do we do that? Know what your value is as an individual and your business. Create relevant actions that challenge the status quo, communicate the why, and provide transparency to give your people a reason to connect and believe in the path that lies ahead. 

The Demand has Changed

We are all trying to be different in a ‘sea’ of sameness. Organisations have all fallen victim to the candidate-driven market era, and we are seeing people demand more and get more. We can no longer hope that higher salaries and flexible working are enough to challenge the norm and win over the best in the market. Our talent strategies need to revolutionise into creative, bespoke marketing strategies that don’t just tell someone the reason; they show it. Similarly, our marketing teams try to bring to life an idea, campaign or promotion; we need to challenge our thinking regarding talent attraction. In what might be the most pivotal economic time ahead, the talent we bring on board to lead us through this change has never been more important. Having adaptability as a core skill in your team will be a lifeline when change is rapid and unknown. Leaders need to be more advanced when knowing what great looks like and how to make it significant and inspirational. Simon Sinek said it best “Great companies don’t hire skilled people and motivate them. Great companies hire motivated people and inspire them.”

The Role of HR 

It goes without saying that traditional ‘HR’ or ‘Human Resources' ideology has somewhat become outdated. The stereotype that is associated with the function of HR has long been developed and evolved into multi-facet teams that drive purpose and impact. The role of Leaders within a People function is no longer simply to be “advisers” or create admin burdens that lead to little impact. I see the role of a People functions as one that creates a powerful effect in shaping an organisation. It is about understanding the drivers and influences that will support your business to be successful. A strong, purposeful People function should elevate your talent, brand and ways of thinking that make navigating change seamless. We should be engaging with new initiatives that spark creativity and connect with future top talent that ignites their passion. We should be the champions of organisational design built to combat change, be agile in our ways of working and thrive when opportunities for change arise.