A demonstration of the characteristics required for effective change.
The alter ego: Gareth Southgate as Change Manager!
I was watching the World Cup semi-final on Wednesday 11 July 2018, England versus Croatia. Next time England, maybe!
In the interests of transparency, my country wasn’t participating in the World Cup this year, or for many years come to think about it.
As the game got away from England, I started thinking about the change transition managed by Gareth Southgate, in the England team performance. Truly, a top-class achievement.
This led thinking about the characteristics he displays and those required for an effective change manager.
After some time, I came up with a few, a checklist if you like. Those who have read earlier blogs know I’m a fan of effective checklists as a tool for capturing good practice, refining as situations emerge and giving the opportunity for change management process improvements.
Here’s what came to mind regarding the effective Mr Southgate, while acknowledging a place in the final eluded him and the team….this time!
- He has credibility as a manager. Personal experience of the situations he is managing including the emotional impact.
- He has managed his external and internal communications extremely well. I think balanced, reasonably objective given the circumstances and personal connection with events.
- He has been highly effective in managing his stakeholders: the English FA, British press, fans and by no means least, his players.
- He has demonstrated courage with his team selections and tactics.
- Under the most extreme pressure, he has maintained controlled responses and overall strategy in challenging situations.
It should also be noted that his personal style has turned fashion….waistcoats anyone?
Maybe some reflection around how he has managed the transition so far could provide useful reflection and actions for your change transition programme.
Maybe next time Gareth?
