Options for Implementing a Leadership Change - Outline Example

Topic: Options for leadership change and Section # of Topic: Options for leadership change Introduction: The concept of Leadership is not novel, certainly Plato has directed the issue towards a higher purpose within individuals who can guide others to illumination moreover symbolizes a model. The thoughts like these have been assembled upon moreover unmitigated however it is not until the eighteenth plus the nineteenth centuries that trait theory appeared where the individual character of people which were intrinsic relatively than learned forecasted leadership potential (Kelly,1998). The Leadership and Change Leaders mode of operations: It is through a netting of relations that Kotter stipulated an eight step principle for accomplishing change all the way through leadership. This includes augmenting necessity regarding the want for change. The act of assembling the leading team, contracting the visualization of the objectives appropriately. Creating a smooth flow of communication. Authorizing the actions. Moreover generating short term wins. Also, making sure that the change is here to stay, and be altered again as per the need of the hour. Kotter moreover maintains that a big number of individuals are required to make alterations take place rather than any single individual along with their wants to be a society of leadership inside the organization. The current situation at Gene One: Don has laid the foundation of Gene One as being really traditional. Passion, hard work, zeal and the passion for research and development within the field of biotechnology was the base of Gene One. The people, who have contributed in the formation of the organization, were not in for it for fame, they were in it for the passion of the field of bio technology, and how they wanted to change the whole field of research with their remarkable findings. Looking at Don , it seems that he has been a good leader moving on with his participative style of leadership until this point in time , he has maintained a very cooperative environment , and also has maintained a very cordial relationship with the pioneer team members which has reaped him huge fame and revenues. Accordingly, he has always recognized his employee efforts at each and every step of his progress (Kelly, 1998). Now, currently, the company is facing the scenario of globalization that is taking place around the world very rapidly in every field of life .The bio technology field now demands innovative technology products and new research genres, for which Don along with the approval of his board members is jumping onto the act of an IPO. Wherein, presumably the results will put them on a higher scale even in terms of Wall Street as well as his own corporation, by going public. Gene one needs to work really hard on the project as the team members who are within the senior management are not too experienced with the concept f handling an entire IPO process. It also seems that this is taking a toll on all the senior management’s attitude as well as their performance and relationship amongst each other and amongst their team members. As a result of the new suggestion of switching onto an IPO and public, the team members and the other players, have started laying hands on each other, presuming that the target is unachievable, some of them are also presumable not too happy about the IPO decision. Within this situation Teri sends in her resignation, which is compelling don to think that maybe he is not the right person to be handling or leading his team at this point in time. There are several recommendations that can be made but it would be best to relate to this with the leadership literature. A change strategy: Don to begin with needs to comprehend the detail that victorious leadership approaches ought to diverge with administrative inferences of change in addition to the total of time required to achieve the desired revisions. additionally his team members who think about this stride of implementing an IPO not an objective to work towards, need to realize the fact that the concept of change management is decisive to the continued existence as well as the progress of corporations, the more professionally they contract with the element of modification, the more probable Gene One is to flourish. On the other hand there are a huge number of malfunctions of change management. The managerial alteration itself is a significantly multifaceted activity; any minuscule slip-up during change management may perhaps go ahead to the malfunction of Gene one alteration. It is most appropriate that the company ought to imply a diverse Directive Approach , in terms of the change policy, as Gene one is a corporation with a slightly more within the approach of instances in addition to resources may perhaps bring into play an assorted directive approach that may consist of self-governing styles to achieve their objectives. This can be done when there is time for negotiating moreover cooperation amongst the individuals caught up within the process of mandatory change (Kelly, 1998). Moreover the change policy should include Gene one’s realization of the fact that his corporation has evidently comprehended that leadership style has to be changed by desirable quality of the modification of state of affairs, moreover also taken the training as well as progress programme to convene with the challenge of occupying more team effort character along with effectiveness in circumstances. There is no doubt in the experts view that forceful leadership skills will help Gene one eliminate the uncalled for discussion as well as disagreeing time from the conferences. Consequently from this case study we would not be able come to the conclusion that the transformation of leadership in different situations is considerably significant and failure of doing it could compose the bigger menace to the accomplishment of change administration. Only a small number of people can distrust the fact that the administration of individuals is significantly significant to the achievement of today’s alteration management. If Gene one will fail to be present at the apprehensions of the individuals is one of the most commonly occurring errors that take place within the procedure of change management. During several occasions, neither the top administration team instigating the change programme nor the partnerships of managers, instructors moreover developers show the way the alteration progresses, given the adequate consideration to the individual’s matters. The recognized corporations like Gene one are self-possessed of prescribed elements like the constitution, the approach technology in addition to unconcealed corporations civilization, in which human resources are conscripted, qualified, dispersed to particular jobs, appraised through performance assessment system, motivated, satisfied as well as remunerated (Kelly,1998). It comes without a doubt that within the bigger picture the individuals inside formal organizations tend to stand firm to the changes for the reason that they distinguish that the corporation level change will rupture their recognized as well as well-known operational environment, along with intimidating their self esteemed interests. For instance with reference to the technical alterations may perhaps be examined as indirect condemnation, cutting the employees self admiration, the employees may perhaps dread that their dexterity along with their capabilities will be underrated, that they will be incapable of obtaining the required novel skills, along with that new expertise will effect in less fulfilling moreover more mind-numbing otherwise repetitive jobs. It is also articulate by experts that that there is no single best approach to a leadership approach, which has to be malformed with reference to the diverse circumstances. Following this a productive malfunction of paying consideration to the implications of individual matters in addition to a speedy reaction to the external surroundings during the process of change would in a huge percentage influence the breakdown of change management. On the other hand it has been strongly recommended by experts that the leadership style ought to be misrepresented in terms of the dissimilar state of affairs, if not, it would consequently end up in the demise of the corporations, otherwise breakdown of change management strategies. Furthermore, Don should have consulted with Teri and his other older team mates the issue regarding IPO and changes that he talked about with the board members. Especially, when he had since the inception of the corporation maintained a participatory management style. He simply asked them to go through the report. Moreover blaming himself of not being suitable ore appropriate as a leader would not help at all. He should take an initiative of exploring himself as a leader and decide to change his leadership traits to promote the atmosphere of positive change, adaption as well as interest amongst the employees (Kelly,1998). There is no doubt that Teri gave her most productive years to the corporation , now it is because she did not feel she was important enough that Don would have discussed the plan with her first, which is why she opted for a recognition. And besides she presumably is an individual who believes in the value and the passion of her work in the field. Along with that Don should try and utilize his meetings with his team mates to make them feel that they were not left out, they are still being inquired for responses and reactions on the subject. Don should also , hire an external agency to handle the issue smoothly coordinating with the team , so that all the members would feel the sense of direction , and would employ all their efforts with all their zeal towards achieving it. It is very obvious by through the case study that the team members are getting into a conflict of humiliating or getting one another off the job rather than coordinating or helping. It is Don‘s responsibility as the leader to create an environment of trust and corporation. The objectives seem not too hard to accomplish, besides the three year time period should be enough for them to implement these changes and come upon with a revolutionary product to hit the market. Adopting a Reactor strategy points out towards the corporations having no dependable approach otherwise outline in reacting to the coercion of the marketplace otherwise the surroundings. These corporations spotlight the activities or else business operations, which most require concentration prearranged the prospects otherwise tribulations that they presently face up to. They recognize the best potential solutions to those tribulations otherwise challenges even though they may perhaps acquire simply sensible prospective, which calls for instantaneous attention. The plan should be made sentient from the onset that contribution in decision making bears with it, a noteworthy determine of responsibility. Structuring, an accountability system founded upon the information distribution along with self assessment guarantees that collective responsibility for the success of the corporation as well as its failures. Devoid of any integral systems for scrutinizing strategy execution, it is improbable that any department will accomplish its objectives. The Timelines for development reviews ought to be set fine ahead of time, if at all possible during the progress of the outfitted plan (Kelly, 1998). References Graham Kelly (1998) Team leadership: five interactive management adventures. Gower Publishing, Ltd. Read More