Leading with Change: Embracing Transformation in the Era of Rapid Technological Advancement

In a world where change is the only constant, businesses face the continuous challenge of navigating transformations driven by technology. Joe Rogalski, the Vice President of Information Technology at Delta Force, a powerhouse in the kitchen and bath industry, recently shared insights on this dynamic during a leadership session. His story provides valuable lessons on how organizations and leaders can not only survive but thrive in a perpetual state of change.

Understanding Change as a Constant

Rogalski opened by highlighting the remarkable evolution of his company, Delta Force, known for its innovative kitchen and bathroom solutions. While they have excelled in traditional product categories such as faucets and showerheads, they are pioneering advancements in technology, embracing touch and voice-activated functionalities, and exploring new markets like reverse osmosis water filtration.

However, Rogalski's experience extends beyond Delta Force. He has witnessed and spearheaded technological transformations across the globe—from consumer beverages in Australia to industrial manufacturing for the mining and minerals industry. Each experience has reinforced a critical insight: change is perpetual, and leading with change, not merely through it, is imperative.

The Dynamics of Leading with Change

In today's fast-paced environment, the idea of "leading through change" is misleading, Rogalski explained. It implies a finite journey with a beginning and end. Instead, leaders must embrace "leading with change," recognizing that transformation is an ongoing condition rather than a temporary challenge to overcome.

The Importance of Emotional Intelligence

A critical tool for navigating change effectively is emotional intelligence. Rogalski emphasized the significance of understanding that individuals experience and embrace change at different paces. Leaders must demonstrate empathy and authenticity to connect with their teams on a human level, accommodating diverse reactions to change.

Rogalski introduced the SARAH model (Shock, Anger, Rejection, Acceptance, Hope) to illustrate the emotional journey individuals undergo when confronted with change. Originally based on the Kubler-Ross grief model, these stages highlight the need for patience and empathy as individuals process transformation in their organizations.

Feedback as a Leadership Tool

Feedback is another crucial element in the leadership toolkit. Rogalski described it as a "leadership gift," offering perspectives crucial for informed decision-making. He encouraged leaders to seek feedback from various sources and through multiple channels. This includes engaging directly with team members, implementing anniversary chats, and conducting skip-level meetings to gauge the pulse of the organization.

In practice, effective feedback requires sophisticated listening skills. Rogalski highlighted three levels of listening: listening to win, listening to fix, and, most importantly, listening to learn. Emphasizing the need for a mindset shift, he urged leaders to embrace listening as a tool for understanding diverse perspectives and fostering collaborative innovation.

Reframing Change as Growth Opportunity

The reframing of change as an opportunity for growth is perhaps Rogalski's most compelling insight. While change can be uncomfortable and unfamiliar, it drives personal, professional, and organizational growth. Leaders must cultivate an environment where failure is not feared but seen as a stepping stone to innovation and improvement.

Rogalski shared an empowering reinterpretation of the acronym "CHANGE" as "Constantly Having Amazing New Growth Experiences." By adopting this perspective, leaders and their teams can harness the transformative power of change, approaching each challenge with a mindset focused on development and innovation.

Conclusion: Adaptability as the Key to Survival

Rogalski closed his session by invoking the wisdom of Charles Darwin: "It is not the strongest of the species that survives, nor the most intelligent, but the one most adaptable to change." In today's rapidly changing world, this perspective is more relevant than ever. Leaders must adopt an adaptable mindset that embraces change as a continuous force, steering organizations and their people toward a future defined by resilience and innovation.

As professionals and leaders, let us heed these insights and strive to embody a culture that values adaptability, empathy, and growth. By leading with change, we can not only navigate the complexities of our current environment but also chart a course to a more innovative and successful future.