Sudip Roy, CMA, SHRM-SCP, PMP, CPIM on LinkedIn: Lazy leaders and heroic managers (2025)

Sudip Roy, CMA, SHRM-SCP, PMP, CPIM

Director, Corporate Services

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A common narrative in failed organizational change blames middle managers—dubbed "permafrost"—for resisting and slowing progress, as they are responsible for executing strategy.🔷 The Real Story: Heroic Managers and Lazy LeadersMost studies of change focus on the early stages, relying primarily on input from leaders, which overlooks the long-term challenges faced by managers who must deliver the outcomes. Research shows that managers often work heroically to implement change but struggle because leaders fail to clarify what’s needed from the beginning.🔷 Leaders fall short in three critical areas, leading to unnecessary burdens on managers:1️⃣ Lack of Clarity: Leaders often fail to articulate clear, outcome-based goals. Instead of specifying what the change should achieve, they focus on activities, leaving managers to guess what these actions should accomplish.2️⃣ Unrealistic Expectations: Leaders frequently underestimate the time and resources needed for change. Their impatience for quick results leads to unrealistic timelines, with little regard for the complexities of the transformation.3️⃣ Inconsistent Messaging: Leaders often send mixed signals, either by neglecting to tie changes to metrics or by becoming complacent in reinforcing the strategic priorities over time.🔷 Shifting the Focus to OutcomesFor managers to succeed, leaders need to shift from specifying activities to defining clear, measurable outcomes. A strategy should target specific results, such as improving operating margins by a certain percentage. This clarity enables managers to align their efforts and projects with the broader strategic goals. Without this, leaders run the risk of overburdening their teams with tasks that may not contribute to meaningful change.🔷 Time and Resources: The Neglected ElementsA common complaint from managers is that leaders underestimate the resources needed for change. Leaders often expect quick wins, which undermines the long-term efforts required for meaningful transformation. Without realistic timelines and sufficient funding, managers are forced to fill the gap—often at significant personal and team costs.🔷 The Importance of ConsistencyInconsistent messaging from leaders can weaken the momentum of any change effort. Leaders must stay disciplined in communicating the goals, and reinforcing the message until it’s ingrained in the organization. When leaders waver or fail to consistently emphasize priorities, managers are left guessing, resulting in confusion and inefficiency.❓ If leaders are often disconnected from the realities of day-to-day operations, how can they cultivate a stronger understanding of what is truly needed for long-term success?❓ Can a culture of “quick wins” be reconciled with the long-term, sustainable changes organizations often need?#thefutureofwork #strategicleadership #organizationalchange

Lazy leaders and heroic managers strategy-business.com

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    What Makes A Great Change Leader? forbes.com
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  • The CTO Journal

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  • Infinite CXO

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