Change vs. Transformative Leadership

by Alan Creutz

Change is a one-time occurrence: we change jobs, change clothes, change addresses. Change is a shift from one person, place or thing to another.

Transformation on the other hand, is the ongoing process of dealing with change. Transformation means letting go of how things were and embracing how things might become. It is a shift from one state of mind and being to another.

In today's world, it appears as if our lives are in a continuous state of change -- and they are. Transformational periods can be the most productive periods of our lives if we understand that letting go is not dismissing what has happened. It is instead the period in which we accept what has happened as we search for a different path to follow forward. That search can lead us to new and creative ways to run our businesses.

To transform your company today, whether embarking on a new course to grow your company, overcoming a crisis or filling a gap in expertise in your leadership team, you need leaders and managers who can rapidly drive transition by forming judgments and making effective decisions. The quality and timeliness of decision making depends on the insights that can be drawn from the oceans of information available to us all.  

The interim executive fits the role of a transformational leader perfectly since they bring broader perspective, deeper experience and "new thinking" as they focus more on a defined, sustainable and strategic transformation of the company. Interim executives are "quick studies";  they have a balance between adaptability and independent thinking. Because their tenure may be relatively short, interim executives are results-oriented. It is the achievement of results -- not an internal career path -- that motivates these professional executives. Interim executives use their power to empower others rather than for their own aggrandizement.

Especially capable at taking reasonable or calculated risks, experimenting, and innovating while carefully assessing the degree of risk, interim executives reduce risk further by providing companies the necessary resources and connections to facilitate success, monitoring progress and suggesting modifications to avoid traps and pitfalls.  

A word of caution however about what an interim executive is not. An interim executive is not just a former corporate executive whose career has been with only one or two companies over a 20-30 year period climbing the corporate ladder. This type of executive business history and experience does not necessarily imply the strength to become an interim executive.  

Whether filling a gap in your executive team or dealing with a crisis or growth situation, each of these situations demands transformational leadership rather than just a change in leadership. So make sure that you select a qualified interim executive from a reputable company that has trained, skilled interim executives and not just a pool of executives-at-large. If your success depends on true transformation, consider leadership on-demand --  an interim executive to provide the right talent, at the right time, at the right price.

Leverage your ability to gain an edge during tough times. Read our white paper, "Gaining a Competitive Edge Through Interim Executive Management".

Alan Creutz is the VP of Operations for Cerius Interim Executive Solutions, the largest provider of Interim Executive management services.

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The Human Capital Institute "Gaining a Business Edge through Interim Executive Management".

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