Innovation drives the heart of every exceptional business, and successful innovative change relies on effective leadership. In this presentation, we identify and discuss common patterns seen in leaders who hinder innovative change in their organisations.

1. Innovative Change - Rethinking the Rules:
4 Leadership Patterns Which Hinder
Innovative Change
March 2014

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Innovation drives the heart of every exceptional
business, and successful innovative change
relies on effective leadership.
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Leaders must be open to new opportunities,
find ways to be innovative and be willing to
change their own mindsets and behaviours.
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Unfortunately, leaders often hold themselves and
their organisation back when it comes to making
innovative change.
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What blocks these leaders from rethinking the
rules and making innovative change?
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A Harvard Business Review article - Stop
Holding Yourself Back - identified 4 common
patterns seen in leaders who hinder innovative
change. We summarise those patterns in the
following slides.
(*Read the HBR article here )
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Pattern #1 –
Not understanding the definition of leadership.
Leading is not about you, your personal goals or
charisma.
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Failing to understand that leadership is about
making others better and unlocking innovation in
those individuals is a formula for failure.
This pattern reflects a basic misunderstanding of
the role of leadership.
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Pattern #2 –
Being distracted by your personal or public image.
Acting like a leader can get in the way of leading.
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Falling victim to a self-serving image (i.e. The
need to look smart.) gets in the way of learning,
taking risks, and asking for or accepting help.
This pattern limits a leader’s choice of tools and
actions to influence others.
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Pattern #3 –
Turning competitors into enemies.
Filtering data to serve personal needs hinders
decision-making.
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Misperceiving behaviours or motives of others
limits leadership, silences open conversations,
and inhibits employee engagement.
This pattern creates an environment of distrust
which results in leaders making the wrong
decisions.
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Pattern #4 –
Overly waiting for permission from others.
Failing to act without complete buy-in from
stakeholders.
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Stalling in order to always seek permission from
the organisation, senior team or the Board before
acting on what one believes is the right thing,
shows a lack of character and audacity.
This pattern leads to missed innovation
opportunities or never embarking on innovative
change in the first place.
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How do leaders break free from these patterns,
help their team members flourish and support
their organisations successfully with innovative
change?
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We’ll share those answers in our next
presentation - 4 Strategies to Break Leadership
Patterns that Hinder Innovative Change.
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17. Want to give your change initiatives a better
chance to succeed?
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to help you and your team prepare for successful
organisational change.
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18. Questions? Contact WiserChange™
If you have questions about innovating change
in your organisation or change management,
please contact the WiserChange™ team.
info@wiserchange.com
P: +61 2 99551212
www.wiserchange.com
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@Wiserchange
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