Change Management and Effective Leadership - Essay Example

Change Management and Effective Leadership Introduction Many businesses that are setup in different environments have a sole aim of maximizing or optimizing their profits. However, for effective maximization of profit, the business has to respond to various changes both in its internal and external environments. These forces have weighty influences on the business that can interfere with the normal profit inflow. This has been due to various rapid changes in the world that has made the world a global village. This has led to severe competition among businesses that have made them perceptible to various changes in order to stay competitive in business (Stamm, 2010, 4). This process can be effective through appropriate management of change to adapt to all the environments of the business. Change management refers to an organized and planned approach that helps to address the various variations that occur in the business environments. This also involves the appropriate response mechanisms for responding to changes that may occur among the workplace because of the changes that the business adopts. Change management involves an outline of a process to follow in order to experience an overall transformation in the whole business together with its employees. This guideline represents different steps that an individual has to adhere to so that the organization and its employees are coordinated towards the process of fulfilling its objectives. Create a Sense of Urgency An organization can only change if it can acknowledge the change. The leaders of the organization and its employees must recognize the need for change. The leaders of the organization particularly the managers should strive to inform employees about the need for change in the organization. This is done by developing a sense of urgency in the organization and its employees about the outlined procedures to revolutionize the organization. The management should be able to convince the employees through instilling positive thinking amongst the employees. This can be done by explaining the future circumstances to employees and potential future threats that may necessitate a change. This is to prevent the company from falling into such pitfalls. The company can also examine opportunities that can be possible in the future, if the company adopts different mechanisms of approaching its business environment. The company can give forth-convincing explanations about the change it needs. This is a strong motivator to speech and thinking among employees in order to arrive at the necessary change. This will also attract support from other areas of interest such as customers and other industries that may have interests in the company. This further boosts confidence for the company’s proposal since all parties are able to accept the change (Green, 2007, 167). Form a Powerful Coalition The organization should focus on leading the change to realize change. The company organization needs to bring a group of experienced individuals that are able to further the objectives of the organization towards change. Individuals from different levels of the company’s hierarchy, who draw their power from different sources, should be pooled together because they can offer the necessary advice on how change can be realized. This coalition will offer a priceless effort towards furthering the company’s urgency by build the required momentum towards change (Cameron & Green, 2009, 121). Create a Vision for Change The organization should be able to consolidate its ideas of change and bring it to the individual’s level of understanding. The vision for change should summarize the core values that the organization aims to achieve and should be effectively comprehended by the coalition formed to push for it (Vukotich, 2011, 41). Communicate the Vision The organization should ensure that its vision is thoroughly communicated and embedded in the organization. This is done through frequent expression of this vision in the decisions that the company makes, solving the company’s problems in line with its vision for change displaying exemplary behavior in order for others to comply. The organization can tie its vision to all dimensions of its activities that can lead to increased performance. This will create the right temperament to ease acceptance of change by all in the organization. Remove Obstacles There can never be change without forces that oppose it. These forces will strive to bring down the effort towards the realization of the desired change. These obstacles can range from people who are resisting change to the structures that the organization has in place that may not be responsive to change. The organization should ensure that its structure is in line with its vision and employees are highly motivated to move the change. This is through attractive compensation programs and limiting barriers that may discourage them in their course of achieving change. Creating Short-Term Successes The organization should have its change process stratified into various short-term projects. These projects should be achievable to guarantee short-term success that will highly motivate the organizations entire staff and make critics join the drive for change. Rewarding individuals whom assist in achieving these targets can further motivation. Building on the Change Short-term successes are vital to push the change process forward. However, the organization can guarantee further success if it continuously builds on its change. The effectiveness of change is evident when the organization makes substantial adjustments and improvements on its current change. This is to ensure continuous quality in delivery of services. The organization should bring in new ideas and set goals to build on the momentum of change. This should be able to keep the business in operation for a longer period. Anchor the Changes in Corporate Culture The company should struggle to make its change part of the organization. All its efforts should be towards ensuring that this change is evident in all aspects of the organization by ensuring the company’s leaders continue to support the change. It should also share experiences of change with new and existing staff. The outstanding performance of individuals who brought change should be recognized. This makes it a culture in the organization (Armstrong, 2011, 147). However, effective change can be realized if the organization has the appropriate leadership that can manage the change process to completion. Leadership is about change management. It offers direction to the organization by developing a vision for the future, aligning staff towards this vision through proper communication and encouraging them to surpass challenges and make their vision a reality (Robbins, 2009, 291). Other research has also proved that the means of measuring effective leadership is by looking at the traits, leadership and the situation under which a leader operates (Saiyadain, 2003, 105). Therefore, this leadership should have behaviors and traits that can channel the entire organization towards change. Effective leadership can be achieved if there is a balance between the traits and skills possessed by a leader and their styles of leadership. These should be organized in the best way that matches needs of the followers (Phillips &Gully, 2012, 420). The following traits bring out the most effective of leaders to steer the organization towards success. Optimism and Self Confidence Effective leaders always have a positive outlook. The leader should have the capability to look at the positive side of things and have a high expectation that things will turn out well. They should be able to see opportunities in every circumstance and should be able to instill hope in others for the future. This positive should be seen in the leader himself. This instills confidence and makes them espouse certainty about their abilities that make it easy to gain respect and admiration and be able to make staff follow their decisions and judgments (Daft & Lane, 2008, 39). Honesty and Integrity An effective leader should have positive traits pampered with strong ethics. This leader should be truthful in every aspect and avoid deception to attract a large following. Their character should be integrated and based on ethical moral principles and should strive to follow these principles in all areas that involve the organization’s management. These attributes should be modeled through daily actions. This attracts admiration, respect, and loyalty that lay the foundation for trust (Daft & Lane, 2008, 41). Good Intellectual Ability, Knowledge, and Technical Competence Leaders should have the capacity to be excellent problem solvers and have a vast deal of knowledge about the business that they are running. This is possible if they high intellectual capacity and knowledge to combine them and use in solving everyday problems and long-term goals of the organization. The technical competence enables leaders to increased sales and returns because leaders have information about products and services in the market (DuBrin, 2009, 344). Emotional Intelligence Effective leaders should always have the capacity to manage their temperament and relationships without problems. Leaders should display empathy, sensitivity to people’s needs, passion for their tasks and should not be arrogant and abusive in handling tasks. These encompass the possibility emotionally intelligence. They should espouse intimate moods and positive emotions that in a long way help to create compelling feelings in their followers. His further improves performance by giving ample time for creativity and excitement during performance of tasks (DuBrin, 2009, 345). Drive Leaders should have the capacity to initiate projects and see them to full completion. This is possible if they have high motivation that creates high effort level to drive this process. Drive enables leaders to seek achievement and have the energy and vigor to push projects to completion (Daft & Lane, 2008, 41). Sense of Humor A leader who portrays a funny side to their employs and encourages them to have a positive attitude helps to solidify the relationship between the entire staff. This wittiness helps to relieve tension and boredom. These together help relieve tensions among employees. The management profits by getting to know and understand the various problems that ail employees in the organization and devise effective ways to respond to these problems. This solidifies the overall relationship between the organization and its entire staff (DuBrin, 2009, 345). The phenomenal changes that have been a result of the myriad technological advancements have resulted to an ever-changing business environment. It is imperative that businesses have to adapt to their changing environment in order to maintain effective competition in the industry. However, ability to adapt to the various business environments call for effective management of change. This ensures that the change called for embraces the thinking of all stakeholders in the organization. This change is possible if clear processes are outlined and followed by the organization. The ability to manage change is grounded on the quality of leadership that an organization boasts. Therefore, change is synonymous to leadership in that all round change can only be because of effective leadership. List of References Armstrong, M., (2011), How to be an even better manager: a complete A-Z of proven techniques and essential skills, London, Kogan Page. Cameron, E., & Green, M., (2009), Making sense of change management: a complete guide to the models, tools & techniques of organizational change, London, Kogan Page. Dubrin, A. J. (2009). Essentials of management. Mason, OH, Thomson Business & Economics. Daft, R. L. and Lane, P. G., (2008), The leadership experience, Mason, OH, Thomson/South- Western. Green, M., (2007), Change management masterclass a step by step guide to successful change management, London, U.K., Kogan Page. Phillips, J., and Gully, S. M., (2012), Organizational behavior: tools for success, Mason, Ohio, South-Western Cengage Learning. Robbins, S. P., (2009), Organizational behavior: global and Southern African perspectives, Cape Town, Pearson Education South Africa. Saiyadain, M. S., (2003), Organizational behavior, New Delhi, Tata McGraw-Hill. Stamm, P., (2010), Change Management: The Analysis of J.P. Kotter's eight steps and its comparison to K. Doppler's and C. Lauterburg's twelve steps approach. München, GRIN Verlag GmbH. Vukotich, G., (2011), 10 steps to successful change management, Alexandria, Va, ASTD Press. Read More