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Leadership Styles in Change Management – 3 Key Lessons From the Hard Man Who Found His Heart
I’m always on the lookout for interesting, informative stories and examples of leadership styles that support successful change management — especially those that put people and process at the center.
In the course of my recent research, I came across a very interesting story about the man with the nails who finds his heart.
Andy Pearson is the founding chairman and former CEO of Tricon Global Restaurants Inc. [KFC, Pizza Hut, and Taco Bell] There has been a dramatic change in leadership style recently. New Andy Pearson, in his 70s, has emerged as a new kind of boss whose main focus is motivation.
He has built a decades-long reputation for ruthless, hard-nosed, numbers-obsessed success in corporate America like PepsiCo and McKinsey, and now he feels he has reached a point of personal change that he sees as universal. ..
Working with colleagues at Tricom, Pearson experienced transformation in Damascus as he realized the importance of the human heart in driving a company’s success – one person at a time – and how that success cannot be imposed from the top but must be achieved through focus, awareness, recognition And Rewards ignites and nurtures – truly inspiring dynamics.
Lesson 1 – People respond to leaders’ efforts to connect emotionally with them
pearson realized [albeit rather late in life in my view!] The need for acknowledgment and the need for approval are fundamental human drives – and keys to inspiration in change management situations
he’s a big enough guy too [in my view] Change directions and styles almost overnight.
Pearson himself redefines leadership as follows:
“Great leaders find a balance between getting results and how to get them.”
Lesson 2 – The need for recognition and validation are fundamental human drives
He now believes that issuing orders is less important than seeking answers and ideas from below. He sees his job as listening to and serving the people who work for him. He still believes in firing those who underperform!
“At the end of the day,” Pearson said, “it’s all about genuinely caring about the other person. There’s a big difference between being tough and being strong-willed. There’s an important aspect to it that has to do with humility.”
Lesson 3 – Leadership Difference Between Tough and Tough
So Andy Pearson’s experience clearly shows that people benefit from a change management leadership style, addressing their emotional aspects and giving them respect and recognition.
Properly applied in a change management context, this is exactly what a people-centered leadership style provides when taking the holistic and broad perspective of a program-based change management approach.
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