The Age of the Influencers: Are you prepared?

To manage change in an organization effectively, you need a network of individuals with the right power and influence in an organization to make it work. Using formal and informal leaders to your advantage can help you unlock quick wins for the change, spark conversation and promote understanding, and propel your change initiative forward.

Tapping into formal and informal leaders

Formal leaders, such as VPs, Directors, People Managers, Head of Departments have the authority and responsibility to guide their teams through transitions. Their endorsement of the change can provide clarity and direction directly tied to business strategy.

Informal leaders, on the other hand, wield influence through their personal connections. They can foster grassroots support and address concerns that might not reach formal channels.

By tapping into formal and informal leaders, you can enable the organization to navigate change more readily- and it can spell the difference between stagnation and breakthrough for your change initiative.

When and How to use formal and informal leaders

Let's take a look at a few examples of this in action

Introducing and Championing Change : A company wide new system

1. Formal Leaders: During the rollout of a new company-wide software system, formal leaders like department heads and project managers can oversee the implementation. They can set timelines, allocate resources, and ensure adherence to the new processes.

2. Informal Leaders: Informal leaders, such as seasoned employees who are respected by their peers, can champion the change by using the new system early and sharing their positive experiences. Their natural influence can help ease anxieties and encourage wider acceptance.

Communicating in times of change: Organizational Restructuring

1. Formal Leaders: In a major organizational restructuring, formal leaders like senior executives and HR managers in partnership can communicate the details of the changes through official channels such as company-wide emails, town hall meetings, and formal presentations. Their role ensures that the message is clear, consistent, and aligned with the organization's objectives.

2. Informal Leaders: Informal leaders can facilitate peer-to-peer communication by discussing the changes in a more personal and relatable manner. Team members might feel more comfortable expressing their concerns and questions to a trusted colleague during informal conversations or team meetings, which can then be relayed to formal leaders for further action.

Learning as an outcome of change: Professional Learning Initiative

1. Formal Leaders: When introducing a new professional development initiative, formal leaders such as training managers and people managers in partnership can organize structured learning sessions, provide necessary materials, and track progress.

2. Informal Leaders: Informal leaders can mentor their peers during the learning process, offering practical tips and personal insights that make the training more accessible and less intimidating.

The Power of Combined Leadership

By effectively using both formal and informal leaders, organizations can create a strong and supportive environment for change. Formal leaders provide the necessary structure and authority to drive initiatives forward, while informal leaders bring the influence and peer support needed to embed changes within the company culture. Together, they form a powerful team that can overcome resistance, boost engagement, and ensure the successful implementation of change.