BSBLDR801 Lead personal and strategic transformation Assessment Pack

This assessment pack includes theory questions on leadership, motivating people, effective teams, and team development stages. It is for the Graduate Diploma of Management (Learning)/ Graduate Certificate in Management (Learning) unit code BSBLDR801.

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ASSESSMENT COVER SHEET
QUALIFICATION: Graduate Diploma of Management (Learning)/ Graduate Certificate in Management (Learning)
UNIT CODE: BSBLDR801 Lead personal and strategic transformation
Candidates: Submit this entire document
CANDIDATE to complete this section
Name:
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Trainer name: Koos Roux
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I confirm that I am taking the marked assessment home to make
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with the exception of where I have listed or referenced documents or work and that no part of this assessment has been written for me by
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Assessment 1
Assessment 2
Assessment 3
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Oral testing (if applicable)
Assessors may ask the candidate oral questions to gather further supporting
evidence, where written evidence is deemed to be incomplete or insufficient.
Comments:
ASSESSMENT GUIDELINES FOR STUDENTS
 You need to achieve a ‘Satisfactory’ grade in ALL the assessments items to be granted a ‘Competent’
grade in the unit.
 In case you are not able to achieve a ‘Satisfactory’ grade in any assessment task, you will be given
three (3) attempts to resubmit your assessment. Your trainer will be available to assist you in any
areas of difficulty. Please discuss the assessment with your trainer to seek advice on how you can
achieve competency in the unit.
 Where relevant, oral questions may be asked to gather more information on your knowledge, skills
and competence in the unit.
 A holistic approach is used to assess your skills relevant to this qualification. The skills are assessed
across the different units offered within this qualification. Where a skill relevant to this unit is not
assessed within this assessment pack, please note that the skill will be assessed in another unit. In
particular, aspects f this unit are covered in ‘BSBINN601B Manage organisational change’
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Assessment 1
.
1a: What is leadership?
1. Think of three people you know whom you consider to be effective leaders. In a few words, describe what
makes the person an effective leader.
2. In your own words, explain what you understand by the following:
a. Trait theories of leadership
b. Behavioral theories of leadership
c. Contingency theories of leadership
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3. What are the key differences between a manager and a leader?
4.
W
hat do you understand by social corporate responsibility?
5. Is it important for leaders and organisations to demonstrate social corporate responsibility? Why or why
not?
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Manager Leader

1b: Mission, vision and values
1. What is the purpose of an organization’s vision and mission?
Mission and vision statement usually plays various important roles that are; communicate the purpose of the
business to the stakeholders, notify strategy development, as well as develop the considerable goals as well as
objectives on order to gauge the success of the company approach (Fitzgerald, Kruschwitz, Bonnet and Welch,
2014). The purpose is summarized as follows;
On the first purpose is that mission and vision generally offer a vehicle for interacting the purpose of the business
in addition to the values to all the major stakeholders. Stakeholders are the key parties that have some type of
impact over the business or stake in its future.
On the second element objective and vision create a target for the development of the strategy. This is a measure
of a strategy which is good strategy and it is precisely how it aids the business attaining its mission and vision. The
better comprehending the relationship among the vision, mission as well as strategy it might be occasionally
beneficial to visualize them together as funnel. The vision statements might also offer a bridge between the
mission and approach. Hence, in that sense the vision statement this has distilled down to the mission in a way
that can be an aid to the development to the approach.
It is also vital that you note that the mission and the vision provides a high level guide , this strategy provides a
particular guide , to goals along with the objectives that demonstrates success or maybe failure of strategy and
satisfaction to the larger set of the objectives which are stated in mission.
2. Why is it important for employees to understand and support the values, vision and mission of the organisation?
It is important for the employees to understand as well as support on the values, vision and the mission of the
business due to the following reasons;
It enhances employee engagement. Boosting of the employees engagement is enhanced through giving them a
clear mission to engage with. Another aspect is that it improves on the productivity and the customer satisfaction.
More than seventy percent of the business usually embraces on the organization mission in order to boost on the
employees productivity to a great extent. Another aspect the employer accountability builds trust. Sometimes the
employees might not trust the employers but making the organization intentions, values and purposes to be clear.
Having a strong business mission statement could be brilliant opportunity when it comes to building trust between
the employers as well as employees.
Organizational values usually identify the principles as well as ethics by which an organization and its members
conduct themselves along with their activities.
3. What happens when employees don’t understand and support their organization’s values, vision, mission and
strategy?
When the employees do not understand as well as support on their organization values, mission, vision and strategy
there is no collaboration and balance. Collaboration in the business is very critical in order to create on a strong, and a
healthier organization in regardless to the market segment (Hess, Matt, Benlian and Wiesböck, 2016). When the
workers do not understand in these aspects there might be chaos in the organization. The workers might not achieve a
balance on how the workers as well as the organization interact. These problems could be unbalanced decision making
and a culture which is reactive and rather not proactive.
4. As a leader, what steps would you take to ensure that your employees understood and supported your
organisation’s values, vision, mission and strategies?
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As a leader, one of the steps to take is to stand behind the mission. It is important to walk the talk and guarantee the
rest of the business entails, to ensure that the business values could possibly be delivered in end product or the
service. Another step is to foster an environment which displays on the mission (Kane, Palmer, Phillips, Kiron and
Buckley, 2015). As a leader the most reliable method of attains a mission centric workplace could be establishment of
an egalitarian culture that you could practice what they preach no matter the title. Another step should be to
implement on the team activities which align with the mission. The team building tasks could work and they are critical
aspects to a much successful living to the organization mission (Katz, Lazarsfeld and Roper, 2017). Another step would
be encouraging of the workers in order to weigh in on the mission. Consistently as well as clearly communicating on
the vision of the organization vision is vital to building on the advocacy along with ensuring that every individual knows
on how they could contribute to its success. The key would be to deploy regular, disciplined communication in order
to share on the vision across the workforce.
5. List at least four Federal laws (legislation) that you need to be aware of as a leader of an organisation.
The federal laws to be aware of as a leader are as follows;
 Discrimination and harassment
 Protected leave laws
 Compensation and overtime
 Safety- this is based on the occupational Health and the Safety Act
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Assessment 2
2a Influencing teams and individuals
Theory Questions (Answer all the 3 questions below)
1. Select three effective methods of motivating people that you have witnessed at your workplace and
explain them in terms of the theories of motivation that you have studied in this unit (300 words)
One way to motivate employees is to award recognition on a regular basis. It is crucial to recognize the
workers individually as well as team contributions, both privately and publicly. It is important to hold
occasional surprise celebrations to the teams or individuals (Koenigsaecker, 2016). This is aligned to
the McClelland theory of motivation which discusses on the needs for the achievements and the
affiliations. The humans acquire, learn their motivator over time thus, there is need to focus on
satisfying on the needs rather than the creation of the developing those needs.
Another way is through fostering of the personal growth and career development. It is important to
give greater through knowing what motivates on the individuals. It is important to provide and create
motivation which has been tailored to personal workers needs and the interest. This could be aligned
to the Maslow’s hierarchy of needs theory (Koenigsaecker, 2016). In this theory it usually condenses
on the basic needs to the humans to survive and Maslow has emphasized on our body as well as mind
which could not function well in case the requirements are not fulfilled.
Create a mission driven organization. This would be attained when the organization inspires
individuals with purpose. This is from the top down; the organization should make their common
values as well as missions to be clear to each worker and manager. They should view their work as
pushing the business to areas which go well that is beyond the financial goals.
2. What are the characteristics of an effective team? (100 words)
 The characteristics are as follows;
 There is a clear unity of the purpose
 The group has set clear as well as demanding performance goals
 There is a lot of the discussion that is virtually everyone participates
3. List and define the development stages of a team and the way team leadership needs to change as the
team develops. (250 words)
The developmental stages which teams usually go through are;
Forming
Storming
Norming
Performing
Adjourning
Forming
The forming phase typically takes place whenever the team satisfy each other. With regards to the first meeting, the
team members usually are presented with one another. They share data in relation to their backgrounds,
requirements and experiences and develop on the first impression to one another. They learn in relation to the project
they are working on, talk about on the goals of the project and begin to consider the role which they play on the team
task.
During the initial stage of the growth of the group, it is essential for the team leader to be clear in relation to the goals
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of the team and offer clear direction with regards to the project (Lessem and Schieffer, 2016). The team leader should
make sure that most the members might be involved with regards to determing on the roles and the responsibilities
and focus on the team to aid them to set up precisely how they come together.
Storming
As the team begins to work together, they then move into the storming stage. This phase cannot be preventable;
every team especially a new team ought to undergo this part to be able to develop as a team. With regards to this
stage, the members of the team compete with one another for the status and for the acceptance of suggestions. They
often have various opinions on precisely what need to be done and just how they might be done which brings about
conflict within the team.
Norming
Any time the team moves into the norming stage, they commence to work a lot more effective as a team. They no
longer highlighted their personal goals, but instead they may be much focused to the developing method of working
together. They often appreciate one another opinions and value their differences. They often commence to refer to on
their values in those differences to the team ( Lessem and Schieffer , 2016 ) . With regards to this stage, the leader
could be involved in terms of the decision making and problem solving given the team members are working
significantly better jointly and they might take the responsibility through these areas.
Performing
With regards to this level the teams these are functioning at the high levels. The target is generally on reaching on the
goal as a group. The team have usually become to know each other, trust one another and rely on each other. The
high performing team generally function with no oversight and members usually become much more independent
(Roome and Louche, 2016). The team turns into more motivated to be able to do the job. They might make decisions
and problem solving is quick and more efficiently. In the event the members differ on a problem they might work
through it and they might come to consensus without interrupting on the progress of the report. Within this stage the
team leader is certainly not involved in the decision making, problem solving along with some of the other activities
that are involved in the day to day work of the team. The members of the team generally work efficiently as a group
and they might not need virtually any monitoring on the progress of the team and celebrate on the milestones
achievements with the team to be able to carry on in the building the team .
Adjourning
In this stage the project is generally coming to an end and members are moving off to the numerous directions. This
phase generally looks at the team from perspective of well-being of the team rather from the perspective to manage
on the team through original 4 stages of the growth of the team. The leaders of the team ensures there is certainly
time for the team in celebrating on the success of the project and capturing on the best practices to the future use .
This provides the team with the opportunity of the team in saying goodbye to one another and they desire each other
luck as they pursue on the next endeavour.
2b Influencing teams and individuals
Read the scenario below and answer the questions that follow
Employee Battles
(Source: Scenario provided by Beth Flynn, Program Specialist - Leadership Education, Ohio State University Extension Leadership Center (2007).
http://leadershipcenter.osu.edu/
You are the supervisor of your department, and have just returned from a family vacation. The
minute you get to work, employees are coming to you and telling you there were several
blow-ups/arguments in the department while you were on vacation. Three employees have been
involved in a heated battle, and have been taking their stress out on each other (they used to be
good friends). What started out at as just taking stress out on one another, and small conflicts, has
grown into a heated battle. The three employees perform a vital function in your department, and
since the disagreements started one month ago, the employees haven’t been fulfilling their job
responsibilities like they have in the past, and productivity is going down. This constant conflict is
taking its toll on the other employees in your department.
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Write a detailed report on how you would handle this situation. Structure your report using the
following headings (500 words):
1. Introduction (Rewrite the situation in your own words)
In the workplace as the supervisor to the department, had been on a vacation and had returned to the work.
Once resumed the workplace, there were three employees who had conflict with one another. There were
arguments which have emerged among them. The function in which these workers do within the
department is crucial. Due to the conflict it has led to the deteriorating of the performance of the workers
and it has started to affect the other workers in the department.
2. Issues (What are the underlying issues that are causing the problems?)
The issues that might cause the problems with the three workers could have been caused by simple
disagreement among them just to take stress out. The issue could be related to game they had watched,
could be related to who is best at what, simple issues. These issues are the ones which have escalated and
resulted to major conflict.
3. Impact of the current situation (Describe the impact the situation is having at the workplace)
This situation has impacted on the workplace negatively. This is in the sense that the conflict have affected
on their performances in their work since they cannot work together. This has gone to the extent of affecting
the others in the duties.
4. List all the detailed steps that you will take to solve the problem (Use your understanding of
leadership and team building theory to think about the best course of action)
Conflict resolution is the daily occurrence at the work which could either propel or even disrupt on the
momentum of the leaders, or a team. To solve on this issue affecting these three workers the following are
the steps to deal with the issue. On the first step would be to understand on the nature of the conflict. The
leader needs to understand what could have caused the issue to arise in the first place. On the second step it
is important to encourage the workers to work out themselves. It is important as a leader to be self
sufficient as possible and encourage the workers to manage on their issues on their own since it might only
require just a little facilitation on once part. The next step would entail nip it in the bud as quickly. Some of
the situation might not work out themselves on their very own and as a leader you could be forced to step
in. the best thing is to get to the root cause of the problem and stop on the landslide before it even begun. It
is crucial to ensure that the message is clear that all the employees regardless of their position as well as
tenure they would be held into accountable for their behavior. The next step would be listening to both of
the sides. It is important to dismiss all the gossip which could be buzzing around the work place and deal
with the three individuals who are directly involved in the incident. The next step would be to determine on
the real issue, together. The actual cause to a staff argument is usually clouded by the emotions. By the time
the issue has been brought to the attention of the head of the department, the squabbling workers could be
angry as well as defensive. It is thus crucial to slow things down and listen to them. The next step would be
consult the worker handbook through reviewing on the pertinent organization policies in the workers
handbook that could shed some light on the best practice to solve the issue. On the last step would be to
find on the solution.
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5. List at least 6 tactics you can use to influence the group and achieve the desired result (In your
response refer to the theory)
The tactics to use include the following;
 Rational persuasion
 Inspirational appeals
 Consultations’
 Ingratiation
 Personal appeal
 exchange
6. Out of the above tactics, which tactic/s would you use to get the team functioning smoothly?
Explain why you would choose this tactic?
The tactic to choose would be from the above to use in this situation would be consultation. It entails an
influence agent which asks others to assist in directly impacting another person or group. This method is the
most effective to resolve conflict among the workers since each individual is consulted to give their side of
the story.
Assessment 3
Analysis of a leader’s style
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This assessment has TWO parts
Part A:
Read the ‘Readings’ provided to you by your trainer and answer the following questions:
1. Explain the four components of transformational leadership in your own words (300 words)
Idealized influence
In this component it usually highlights that the transformational leaders should represent a role models and the
followers could attempt to emulate on their behavior. This element might be stated via transformational leaders on
the willingness to seize the risk which employs on the core set of the values, and moral principles in actions.
Inspirational motivation
This component usually highlights that the transformational leaders generally behave in a manner that is inspirational
to the follower as well as provide meaning along with a sense of the problem to the work.
Intellectual stimulation
This component usually highlight the transformational leaders typically include to the supporters with regards to
addressing on the organizational issue as well as stimulate and support them to being as much as creative and
innovative as possible with regards to the identification of the solution .
Individualized consideration
This component usually emphasizes that the transformational leaders to provide an individualized attention to each of
the followers professional when it comes to the development through acting as a mentor.
2. Read the essay on ‘Charismatic Theory’ by Jay A. Cogner. Explain why the ’second stage’ is
important for a leader to be charismatic. (300 words)
A charismatic leadership usually relies on the charm as well as the persuasiveness of leader. In the second stage of
charismatic theory it is important for the leaders to be charismatic since they are driven by their convictions in
addition to commitment to their cause. The charismatic leaders are likewise thought to be the transformational
leaders because they share several similarities. Charisma is amongst the important traits for a successful leader. This is
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something that you might teach somebody and not something which could just pick up along on the way. One can
have it or perhaps they do not. It is one of the qualities what one is born with, thus it is dependent on the luck of draw.
There are many who argues that it is just a product of the nature or perhaps nurture. Prosperous people are the
leaders, they have the capability to get individuals around them to assist them achieve their ultimate objective. The
leaders have basically in humanity; these are the ones who have determination and the ability to instil on the belief
inside others to be able to support the things they are doing and at the same time assisting them to get to in which
they want. It is how they work, and it is why they do it. Charismatic leaders these are basically very skilled
communicators-person who are both verbally eloquent and they could correspond with the followers on the deep and
emotional level. The leaders have the ability to articulate a more a compelling or even captivating vision and they can
easily stimulate some strong emotions to their followers.
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PARTB: LISTEN TO MARTIN KING LUTHER’S SPEECH
1. Listen to Martin Luther King’s famous speech- ‘I have a dream’https://www.youtube.com/watch?
v=smEqnnklfYs
The original transcript is given below: (http://www.archives.gov/press/exhibits/dream-speech.pdf)
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2. Answer the questions below. For each question, you need to reflect on the ‘transformational leadership
theory’ and the ‘charismatic theory’ and link it to the speech.
a. Using the three stages of charismatic theory, explain why most people believe that Martin Luther King
was a charismatic leader.
In your response, please make sure that you use references from the theory at least once or twice in
every paragraph. You must also use extracts from the speech and link it to the theory to explain your
point of view.
The term charisma refers to the gift of body as well as mind which sets a person apart from the ordinary men. An
individual also has charisma when that individual is perceived to be endowed with some supernatural, superhuman as
well as exceptional qualities which are considered to be divine origin. In the first stage, the leaders usually determine
on the possibilities as well as opportunities which could be explored. The leader considers on the opportunities as well
as constraints to the environment along with the needs as well as preferences to the members of the workgroup. The
King began to take his messages of non violence across the nation. He might command the blacks to protest non
violently against any specific racial obstacles and integration. On the second stage, charismatic leaders promulgate a
concept vision to accommodate on these kinds of possibilities and preferences. King treated all his followers equally
and based on each of the follower capabilities. He had proved this whenever he pointed out that man is the child of
God, who was made in his own image which should be respected. On the last stage, charismatic leaders need to
implement on this vision, motivation on the followers in order to pursue these kinds of objectives. Moreover, the
leaders usually engage in the personal risk in order to inspire the followers via role modeling and they need to
demonstrate unconventional behavior. King was a charismatic leader; he was able to create a supportive environment
via listening to the supporters and by coaching them. Consequently, the followers’ confidence and anticipation are
improving along with the job satisfaction that is attained.
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b. Analyse Martin Luther King’s speech in terms of the four components of transformational leadership.
Do you believe that he was a transformational leader? Why or why not?
Leadership is a useful concept in addition to technique in the social life and at workplace to be able to achieve
numerous goals. It has various definitions, ideologies together with the explanations. Transformational theory is
pointed on three elements for example idealized influence, inspirational motivation as well as individualized
consideration.
The initial element is idealized influence. It incorporates the features of charisma and clear visions with passions. The
leaders should consider these features to be considered as the role models and to respected and dependable by their
followers. Transformational is about being in the confident and powerful personal that strong along with convincing
voice. The leaders have to be skilled communicators to make sure they communicate well with the followers.
Furthermore, they have to communicate with other followers on an emotional level. Martin Luther King is an actual
illustration of leader who fulfils the facets of idealized impact features. When it comes to charisma, Martin Luther King
is widely seen as the charismatic leader given that he was a powerful personal in which the US government along with
his followers took his words in the consideration. Furthermore, he had a strong and was convincing voice which could
be noticed from the speeches he gave which are still changing the world. This individual is a successful instance of
leader with a very much clear vision and passion. An example, from the speech he highlights that all people have a
dream, he selected a suitable phrase which could articulate the significant dream in his followers life, freedom along
with equality. Martin Luther King lived the vision (“I have dream”) and provided model to every individual in the civil
right movements.
The second component is inspirational motivation. This regards communicating a compeling vision as well as high
holding expectations. This component has existed with two elements which are motivation and the inspiration which
form charisma leaders along with the inspirational motivation elements. The leaders need to have some motivating
skills which could assist them to help them to motivate the followers. Martin Luther King attained this element
perfectly. King was the principal spokesman to the civil rights movement in the United States. Furthermore, he had
been invited to give some motivational and inspirational speeches to many countries. Individuals around the world
have thought in his words. He knew how you can select on the words which push people to go forward. He was able to
motivate on his followers who were faced with the challenges and that is what is regarded as the impossible is
possible through their willingness and the faith in his vision. The third component is on the individualized
consideration. It is regarded as the technique used for the listening, mentoring as well as coaching which have
influenced on the followers satisfaction. The leaders usually attain this element via dealing with their followers since
they are the treasures to the business which require leaders to achieve some high level of care and the development
elsewhere they might lose on their followers. Martin Luther King was an excellent instance to the individualized
consideration element due to his followers in relation to listening and coaching. King had grown up in a religious family
where his father was the minister in the church and he was ready to under see his son to be a minister in the church
he was. Thus, he learnt on the principles of the Christianity from his father to initial phase. He had proved on this by
stating that, “Man is a child of God, made in his own image and thus should be respect as such”. Thus is evidence that
King was an excellent listener as well as coach.
The next component is intellectual stimulation. The leader challenges the followers so that they could be innovative as
well as creative. There is a common misunderstanding that the transformational leaders are soft however that they
are constantly challenge followers to some high levels of the overall performance. This has been clearly shown by King
where he urged people to have a dream, to be dreamers in whatever they want to achieve.
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Assessment 4
ASSESSING YOUR OWN LEADERSHIP STYLE
This assessment has TWO parts
Part A:
1. Complete the leadership quiz below:
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Page 283:
Answering ‘Yes’ to question 1, 2 and 3 is a sign of weak sensemaking
Answering ‘Yes’ to questions 5, 6 and 7 is a sign of weak visioning’
Answering ‘Yes’ to questions 12, 13, 14 and 15 is a sign of weak inventing
Answering ‘Yes’ to questions 16, 17 and 18 is a sign of weak relating.
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2. Read the pages 271-274 included in your ‘Readings’. Reflect on any areas that you need to develop as
leader based on the results from the above quiz.
Part A
Sense making
1. No
2. No
3. No
4. Yes
Vision
5. No 9. Yes
6. No
7. No
8. Yes
Inventing
10. Yes 13. No
11. Yes 14. No
12. Yes 15. Yes
Relating
16. No 20. Yes
17. No 21. Yes
18. No 22. Yes
19. Yes
The areas in which I need to develop as a leader are on inventing. Based on the quiz it shows that I have weak
inventing skills. This is based on the question twelve and fifteen. While at the work I often do not often that work
system and procedures are working well. Additionally, it sometimes frustrates me when individuals do not grasp with
my vision and ideas straightforward. I need to work on these aspect so that I can enhance on this skill of inventing to
understand where system are going wrong to come up with suggestion to ensure they run smoothly.
Part B:
3. Complete an online questionnaire about yourself that shows you your character strengths:
https://www.authentichappiness.sas.upenn.edu/user/login?destination=node/434
You will need to register as a user and then go to the Questionnaires>VIA Survey of Character
Strengths
a. What are your top 6 character strengths according to the above questionnaire?
Based on the questionnaire top six character strength are;
 Leadership
 Fairness which is based on equality and justice
 Spirituality in terms of religiousness, faith and purpose
 Forgiveness which is ability to forgive
 Creativity
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 Humility or modesty
b. Refer to the transformational theories of leadership.
i. Write a brief analysis of your own leadership style
Based on the questionnaire the following is the brief of my leadership style. When it comes to the decisions I let each
member of the group give their own views and then I make the final decision. I usually consider suggestions which are
made by the others particularly in the group. As a leader I have forgiven those who have hurt before I do not hold
grudges. When it comes to creativity, I have made various innovations in the workplace and I have earned some
respect on the task that has been assigned. Additionally, as a leader I have always been humble, never disrespected
anyone and always considered other people opinion.
ii. What strengths or qualities do you already have that demonstrate that you are a
transformational leader?
 The qualities which have demonstrated that am a transformational leader are as follows;
 I have shown some leadership skills
 I treat everyone with the fairness which means that there is equality and justice for all.
 I treat every individual with forgiveness or mercy this means that I have the ability to forgive.
 As a transformational leader I have is humility.
 As a leader I have citizenship which means that I engages in the social responsibility, loyalty as well as
enhances team work.
iii. What skills do you need to develop to become a transformational leader
The skills which I need to develop further are as follows;
 Integrity
 Prudence
 Self regulation
 Being a learner (learning)
 Intelligence in the sense of social intelligence, emotional and personal
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References
Fitzgerald, M., Kruschwitz, N., Bonnet, D. and Welch, M., 2014. Embracing digital technology: A new strategic
imperative. MIT sloan management review, 55(2), p.1.
Hess, T., Matt, C., Benlian, A. and Wiesböck, F., 2016. Options for Formulating a Digital Transformation Strategy. MIS
Quarterly Executive, 15(2).
Kane, G.C., Palmer, D., Phillips, A.N., Kiron, D. and Buckley, N., 2015. Strategy, not technology, drives digital
transformation. MIT Sloan Management Review and Deloitte University Press, 14, pp.1-25.
Katz, E., Lazarsfeld, P.F. and Roper, E., 2017. Personal influence: The part played by people in the flow of mass
communications. Routledge.
Koenigsaecker, G., 2016. Leading the lean enterprise transformation. Productivity Press.
Lessem, R. and Schieffer, A., 2016. Transformation management: Towards the integral enterprise. Routledge.
Roome, N. and Louche, C., 2016. Journeying toward business models for sustainability: A conceptual model found
inside the black box of organisational transformation. Organization & Environment, 29(1), pp.11-35.
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