Great Leaders Drive Change but Changing Leaders is not Easy

Great Leaders Drive Change but Changing Leaders is not Easy

Leaders who create dramatic changes in organizations have an almost legendary status in our culture and industry and for good reason. The ability to drive change is a key leadership skill. In fact, most leaders will be called on to initiate or oversee large-scale change during their tenures. Brian Niccol did so at Chipotle brilliantly. Laxman Narasimhan at Starbucks, not so much! When Brian Niccol took over as CEO of Chipotle Mexican Grill in 2018, he revitalized the brand after it had suffered from several food safety incidents. Under his leadership, Chipotle saw significant growth through digital transformation, menu innovation, and operational improvements. (Shout out to Scott Boatwright, interim CEO, for being the exceptional strategic operations leader at his side during his entire tenure) This change in leadership was pivotal in restoring consumer trust and boosting the brand’s market position.

Great leaders are able to foresee industry trends, inspire their teams, and implement strategies that lead to substantial change, proving that they are indeed the drivers of meaningful transformation. Their ability to lead through change, manage resistance, and navigate uncertainty is what sets them apart and ensures their organizations thrive in a competitive landscape.

Nearly every company confronts the question of whether its original founding or current team can scale along with the business. In positive macro conditions, it's easier for this question to take a back seat. Growth can reduce scrutiny and lessen the pressure to perform. But tougher economic times and slower growth can magnify the challenges of managing a business. Efficiency, rigor, and results become paramount—which can spell change for your mandate as a leader. It’s no longer enough to be a visionary—you must become a great operator, too. For some companies, that shift can be difficult and dramatic. You can’t simply replace one executive with another; you have to change the culture of your organization. Articulate how the company needs to evolve, then ask yourself what type of leadership will help you achieve that goal. Keep the big picture in mind as you go through each step of the process, from making your initial decision to hiring new leaders and navigating the transition with your team.

Navigating your team through an executive leadership change might be the hardest part of the process. It’s also the most important part to get right. Remember that these decisions impact the whole organization. Don’t underestimate the thought and work required to get ALL stakeholders aligned. The most difficult reality of leadership changes is saying goodbye to some of the longstanding leaders who have created so much success for the company. Often, people know when things aren’t working, and as much as possible, you want to help them reach a decision rather than pushing them out.

Many leaders have demonstrated the ability to adapt to industry changes, implement innovative strategies, and drive significant growth and transformation in their companies. Their success stories are prime examples of how effective leadership can reshape the trajectory of corporations, small and large in the restaurant and other sectors.