If you\u2019re lucky, you\u2019ve had an amazing boss at some point in your career. Someone who helped you grow, solve problems and guide you to the next stage in your career.\nMine was my first manager, who led our multi-disciplinary team as we implemented a massive customer care solution. There were more than 100 people on the project, yet we each felt he knew us well, understood what information we needed to be successful, and made leadership look easy. Even now, more than 20 years later, he still comes to mind when I think about natural leadership qualities.\nIf you\u2019re worried that leadership doesn\u2019t come naturally to you, fear not. In the same way that epigenetics teaches us that external factors can influence our biological DNA, you can adapt and ultimately evolve your leadership skills as well.\nI don\u2019t disagree with the books and research that encourage you to \u201cfocus on your strengths\u201d. It\u2019s a great place to start. But there are leadership skills you need to bring to the table to keep pace with your evolving role, and if these skills don\u2019t come naturally to you, you need to adapt.\nWhy bother? Well, what got you here won\u2019t get you there.\nCIO\u2019s 2016 State of the CIO report indicates many companies say they are \u201cundergoing continuous change,\u201d with 45 percent of CIOs reporting that leading change efforts is part of their role. There isn't time to wait for formal change management efforts to cascade from the top. You need to make sure your team has the knowledge, skills and ability to meet the ever-changing needs of the business.\nMore importantly, if your team only hears from you when bigger changes are happening, they\u2019ll always feel like change is being done to them, rather than a continual, agile process that engages them, whether on a small or large scale.\nThis is the essence of effective change leadership -- having the right skills that become so ingrained in your daily work that they feel natural and almost effortless. Then, these practices can be amplified for larger changes or impacts, and your team will know how to respond. Change becomes a natural part of their day-to-day as well.\nWhere to start? Here are a few of the key skills you need.\nCommunicate often and connect your team to critical information\nGallup research shows employee engagement is highest in employees whose managers communicate regularly, whether by phone, digital or face-to-face.\nThe biggest complaint I hear from managers is that they\u2019re uncomfortable talking to their team, particularly about the \u201csoft stuff\u201d like career development. Fair enough, but you\u2019ve got to get over it.\nHate to write? Hold weekly stand up calls (or daily, if you\u2019re in a particularly intense phase of work) and share updates on critical milestones or changes.\nHate to talk? Practice to help you get over your fears. Regular 1:1s with your directs are important, and should cascade through their teams as well.\nAdd other forms of communication too, whether blog posts, articles, Slack or Yammer updates, AMAs and other forms of communication that let people know more about what\u2019s on your mind.\nCoach, and model a learning mindset.\nContinuous change means needing to learn and adapt. Part of it comes from embracing learning yourself, and encouraging others to push outside their comfort zone. Your role as a leader isn\u2019t to micromanage, but coaching your team towards the right answers.\nNot sure how to coach? It\u2019s a critical skill for leaders today, so learn how to do it well. Often it starts with asking the right questions.\nUnderstand and solve your workplace culture issues\nCulture is the responsibility of all business leaders, not just HR, and 92 percent of business leaders say culture is a key priority in 2016. The employee experience in your organization is ultimately one of the biggest influencers of your customer experience. Start to think of it as a continuum, and figure out where the gaps are impacting your customers.\nDon\u2019t know what the issues are? You\u2019ve likely had some involvement in HR technology decisions, but you need to understand the data, and find the leading indicators that can help you make changes before they become issues.\nIt will take time to figure out where you need to build new leadership capabilities. Leverage your strengths as a starting point, but then work on figuring out what gaps are holding you and your team back from being competitive in today\u2019s environment.\nCertainly, some leaders are born with natural leadership strengths. Even if you don\u2019t feel you have the right ones, you can start to evolve your leadership style and continue until happens naturally. Your team needs you to figure it out, or all of you are going to be left behind in the fast paced, highly complex and rapidly changing world of work.