Effect of Leadership in Change Management-Free-Samples for Students

Question: "What types of leaders are needed to recognize what factors hinder or slow down the transformational process and how might they overcome?" Answer: Introduction The effect of leadership in change management and specifically which types of leaders can identify the factors that are hindering the organizational change management has become a topic of interest nowadays. In todays world, the managements of the business organizations believe that leadership is a tool that has great potential to initiate an organizational transformation for the best interest of the business concern (Bolman Deal, 2017). The purpose of this concept paper is to highlight specifically which type of leaders can be effective for the change management process of any business organization. Discussion Leadership can be stated as a way of generating change and the changes are not imposed by the leaders, rather it is a sharing process with same values and purpose. In any business concerns, the leaders have to be the promoters of the changes. It can be said that the leaders possess the power to motivate and influence the other employees of an organization to achieve personal and organizational goals. It can be said that while it comes to organizational change management the leaders take an integral part in that and thus it can be said that the organizational change management immensely depends on the type of leadership (Cameron Green, 2015). It can be said that leadership is a process of persuasion where the leaders induce the workforce or some specified employees to work on the objectives set by the leader and the management of the organization. Thus it can be said that the style of leadership will determine the way in which the organizational change will be performed. It can surel y be said that the leadership engages the influence of employees to bring in the necessary changes in the organization to sustain the growth and development of the company (Pugh, 2016). It is seen that the instantaneous resistance against the organizational change can be spawned by the instinct of the general employees and there might be some rejection or aggressiveness towards the overall change. The leadership experts have opined that to successfully implement change management in a business organization, the management will require developed skills in leadership (Van der Voet, 2014). This is because, it is not easy to lead the workforce through an organizational change as the process might be hampered with various types of resistance, and those resistances may occur from employees of the organization or from any other outer sources. Required leadership skills The instant resistance to the organizational transformation can hinder the process of the overall change management and specifically in these cases the management needs leaders with strong will power and with strong leadership skills. It can be said that, the initiating point to decrease the resistance against the change management is a type of depersonalization of the issue (Goleman, 2017). In this regard, it is worthwhile to mention that depersonalization of the issues can potentially reduce the emotional reactivity to the situation, that encourages the overall transformation of the organizational structure. The most important issue in this regard is that particularly which skills or which type of leadership can enhance the change process or can identify and remove the factors that are hindering the overall change process (Holten Brenner, 2015). It can be said that the leaders will need skills like self motivation, ability to show empathy, emotional maturity and ability to sustain and develop positive relationship in the business organization to successfully lead the employees through the change process (Pugh, 2016). Areas of competence Recent studies have showed relation between various styles of leaderships and transformation of the organizational structure. The results of this linkage showed five basic area of competence of leadership regarding successfully implementing the organizational transformation. These areas of competence are mentioned below: Ability to make structural change: The leaders should incessantly work on the employees understanding regarding the essence of explicit change phenomena and giving the necessary support by reliable processes and tools (Cameron Green, 2015). Engaging other employees: The leaders should be able to motivate and engage the entire workforce in the process of the organizational change and also to make them loyal and committed towards the organization to sustain the process of change management. Ability to create the case for transformation: The leaders should be able to create awareness among the workforce regarding the imminence of change and also the leaders should be able to demonstrate the necessity of the change management to the employees (Van der Voet, 2014). Developing and facilitating capability: The business leaders should be able to help the employees to find their motivation to go along with the process of organizational change (Cameron Green, 2015). Sustaining and implementing changes: The leaders should be able to elaborate the strategies of the change process and should be able to develop action plans as required. Apart from that the leaders should supervise the progress of the change process (Van der Voet, 2014). It can be said that a leader will be only effective in the change process if he or she can successfully adapt to the changing process of the business organization. The leaders need to understand and feel the requirements of the employees to make them secure, committed and loyal towards the organization for the best interests of the concern. Thus it can be said that the business leaders who have ability to show empathy, self motivation, emotional maturity and ability to maintain and develop positive relationship in the business organization to successfully lead the employees through the change process of the organizations can easily identify the issues that might hamper the transformational process. It can be said that in the change process the employees may get insecure and that may harm their motivation to work, the change process might not benefit all and that is not possible, and that can bring in a disruption among the workforce. These are the issues that can be solved by the pro active participation of the business leaders (Cameron Green, 2015). Conclusion Thus to conclude, it can be said that change management is one of the most important factors of the business organizations to sustain the growth and development. Thus the managements of the business organizations should focus on building necessary leadership skills or hiring business professionals who already have these required skills. It can be said that to implement change management in any type of business organization, the management will have to secure that there are leaders who can lead the general workforce through the process of transformation and then only the organization will metamorphose to experience increased profitability and productivity. Thus the importance of leadership regarding the change management process of any business organization cannot be denied and it is nowadays generally accepted that leadership is one of the integral parts of the process of organizational transformation. References Bolman, L. G., Deal, T. E. (2017).Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Cameron, E., Green, M. (2015).Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Goetsch, D. L., Davis, S. B. (2014).Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Goleman, D. (2017).Leadership That Gets Results (Harvard Business Review Classics). Harvard Business Press. Holten, A. L., Brenner, S. O. (2015). Leadership style and the process of organizational change.Leadership Organization Development Journal,36(1), 2-16. Hughes, M. (2015). The decline of change management and the rise of change leadership. Pugh, L. (2016).Change management in information services. Routledge. Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure.European Management Journal,32(3), 373-382.