Friday’s Change Reflection Quote - Leadership of Change - Legacies Linger from Leadership Distrust


Lee Harvey Oswald.

Happy Friday!

On this day, November 24, 1963, Lee Harvey Oswald, President Kennedy’s ‘assassin’, was shot and murdered on live TV while being escorted by police after the assassination only a few days earlier. Oswald was shot by a distraught Dallas nightclub owner, Jack Ruby, who was tried, found guilty of murder, and sentenced to death. This compounded the shock and tragedy of President Kennedy’s death, further rattling the public and underscoring the chaotic, disjointed state of affairs in the wake of the Dallas shooting. Oswald’s murder robbed investigators of the chance to deeply question him and potentially uncover co-conspirators in a complex, multifaceted plot. Oswald also killed police prior to his arrest; he was a former U.S. Marine who had embraced Marxism and defected for a time to the Soviet Union. Oswald’s shocking public murder only intensified the already swirling speculation, controversy, and division surrounding Kenney’s assassination.

Two days earlier, after being arrested and escorted by police officers, Oswald told waiting reporters, “I didn’t shoot anybody, . . I’m just a patsy.” Five days after Oswald’s assassination, President Johnson formed the Warren Commission, led by Chief Justice Earl Warren, to investigate President Kennedy’s death. The commission determined that Oswald acted alone and criticised the Secret Service for inadequate preparations and protection during JFK’s visit to Dallas. Sixty years later, the majority of Americans believe the assassination of President Kennedy was a conspiracy. Many believe the Warren Commission began with a conclusion and then worked to ensure that the available facts fit the pre-ordained determination. The use of selective testimony, missed evidence, and a rush to assure the public that Oswald was the lone gunman have failed. Legacies Linger from Leadership Distrust.

“Legacies linger from leadership distrust, causing scepticism and cynicism. It can have a profound impact on the leader and institution’s credibility, hindering future progress and cooperation”

Leadership credibility is about trust, respect, and being believable, and this is especially important for leaders of change. Credibility is evident when employees believe what their leaders say and do. There is no inconsistency; there are no gaps. With this come followers who trust, respect, and believe in the change. Credibility is the foundation of leadership, and employees, more than anything, want to follow leaders who are credible. It is a defining trait of leadership; it requires constant self-reflection and self-awareness. Credibility starts by building positive relationships with the impacted employees and stakeholders early in the change journey. If the change leader does not have credibility, it is unlikely (no matter how well or often they model the new skills and behaviours) that employees will either follow or emulate them.

Have a fantastic weekend with the ones you love and care for, enjoy some fresh air, exercise, eat, drink and be happy.

Further Reading: Change Management Leadership: Leadership of Change Volume 4

Peter consults, speaks, and writes on the Leadership of Change®. He advises CEOs on how to prepare and align their corporate leadership teams to successfully lead their organisation's change.

For further reading please visit our websites: Peter F Gallagher: Books, Biography, Blog, Audiobooks, Kindle

Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:

Leadership of Change® Volume 1 - Change Management Fables

Leadership of Change® Volume 2 - Change Management Pocket Guide

Leadership of Change® Volume 3 - Change Management Handbook

Leadership of Change® Volume 4 - Change Management Leadership

Leadership of Change® Volume 5 - Change Management Adoption

Leadership of Change® Volume 6 - Change Management Behaviour

Leadership of Change® Volume 7 - Change Management Sponsorship

Leadership of Change® Volume A - Change Management Gamification - Leadership

Leadership of Change® Volume B - Change Management Gamification - Adoption

Coming soon:

Leadership of Change® Volume C - Change Management Gamification - Behaviour

~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship

~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams

By Peter F Gallagher

Keywords: Leadership, Change Management, Business Strategy

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