Change Management and Leadership Qualities

This essay discusses the importance of leadership qualities in change management and how leaders can effectively navigate their teams through change. It explores different leadership approaches and the role of leaders in creating a positive organizational change. The essay also emphasizes the need for effective leadership strategies and the impact of leadership styles on team performance.

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Change Management and Leadership Qualities

Change management and Leadership qualities
Contents
Introduction.................................................................................................................................................2
Self-reflection on Leadership.......................................................................................................................2
Conclusion...................................................................................................................................................5
Bibliography................................................................................................................................................6
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Change management and Leadership qualities
Introduction
The essay depicts the introductory thoughts on leadership. Along with this, reflect about the
arenas in which the leaders expose their abilities, competencies and skills. To present my views
on management of team members, that sharpens the leadership skills, abilities and competencies
of a leader.
Self-reflection on Leadership
Leadership is not a static endeavor. Successful managers not only acknowledge the need for
business development but also are willing and able to navigate their team through change. I
believe that the role of leaders is so evident for the successful performance of team members
within the organizations from a status to a desired future state by applying leadership knowledge
and skills which makes it more cohesive and coherent. For effective change to occur, leadership
skills and qualities like coaching and mentoring, utilization of action-oriented processes,
collective focus, collaborative and de-privatized based on shared norms and values practices are
dealing with the developing and accepting the organizational change management structure
(Block, 2018).
The two main approaches to effective organizational change include the Rational Approach and
Emotional Approach. The rational approach is a systematic way consists of a formula that
depicts the dissatisfaction level of an employee with the vision, goals and change plan. The role
of the leader is to counter the resistance in an efficient way, greater the efficiency leads to the
appropriate organizational change. Later one depicts the correlation among the compelling vision
and emotional levels. A personal attachment to leaders compels followers and team members to
put forth greater efforts to meet organizational changes ( Green & Cameron, 2015). Apart from
these authentic leadership skills, some are also required for the association between human
resource and organization management in changing the global marketplace.
A positive relationship between the leader and team members can be studied under different
headings like the idealized influence that indicate whether a leader able to hold subordinates’
trust and respect if not then he/she should try to appeal for their hopes and try to act as a role
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Change management and Leadership qualities
model. Next is the motivation that refers to the leader’s degree of appropriate influential factors
like use of symbols and images that make subordinates motivated and feel that their work is
significant. Skills of intellectual stimulation that helps the leaders to encourage their team
members to look at old problems in a new creative way and encourage them to do a thing in
innovative ways and earn reward for themselves, possess with all laissez-faire play an important
role and let the members do their tasks in their own way.
According to me, leaders are very much a product of the group who has to design an
organizational change that aligns with the individual goals and objectives to fit in a competitive
world. There is a difference between a team and a group. Team members always work for a
common goal while it may not be true for a group. Group members easily affected from additive
tasks, social loafing and facilitation which directly or indirectly decreasing efficiency and
effectiveness as the group size increases (Lacerenza, 2018). That is why leaders start with proper
selection of team and mentoring them by virtue of which they are able to manage change
expertly and efficiently. Sometimes inefficient change management is also influenced by leader’s
behavioral style as leaders possess a large span of control which makes it directive, they tend to
spend less time with individual subordinates and are unable to use their impersonal approaches
while influencing followers and vice versa when there is a small span of control. Through
engaging in challenging tasks while being guided by leaders, team members receive a ‘road map’
for individual and organizational success (Petrou, Demerouti, & Schaufeli, 2018). Positive
organizational change occurs when effective teams work together to accomplish the task
assigned to them.
Effective and great teams have a clear mission and high-performance standards. Leaders push
up their team members to perform together and help to minimize interpersonal conflicts. The
prospect of change can be daunting but if correctly managed process by leaders, it enables the
employees to come together and harness the opportunities to share their ideas, concerns,
comments and suggestions throughout the period of change (Wichert, 2018). When system
theory applied to teams, it enhances team behavior and performance. Leading change
systematically through great leadership skills is the most important and fruitful for the
organization. Successful top-down process consist with creating a plan and examination if there
is a need for change or not, then critically examining the end goal by leaders and take respective
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Change management and Leadership qualities
actions for change, then communicate clearly with all the team members, and provide
opportunities to share their views and ideas and selecting team members and encouraging them
to participate clearly that depicts the ability of leader to manage team work and help them
develop a sense of accountability in themselves.
In short, leadership development is a tool that attempts to keep the flame alive in leaders. It
allows them to brush upon their existing abilities and skills, acquire new skill set and evokes the
required confidence and determination to bring out possible changes in accordance to
organizational transformations as real-world situations are uncertain and consist with cultural,
social, political changes that lead to both challenges and as well as opportunities. Internal
environment of an organization like management, systems, rules and norms correlate with the
other two factors that is team factor and individual characteristics are responsible for the
outcomes that are acceptable to stakeholders and helps in improving the future qualities of team
where they lack (Carrillo, 2019). As organization increases its manifold in processes, structures
and for accomplishment of goals leadership skills and change management becomes the top
priorities for an organization (Glasø, 2018).
A leader is someone who accompanied by management skills, make effective use of human
resources to achieve the organizational success even when it involves deviating from traditional
ways of doing things. Different leaders carry different leadership styles like autocratic
leadership, laissez fair leadership, democratic leadership, bureaucratic leadership. Any leadership
style works when a leader uses the preset yardsticks to guide the team members with all moral
and ethical aspects. The ethical standards established by a leader, cultivate a desirable and
appropriate environment to perform. In addition, the ethical environment of an organization
provides the leaders, team members and stakeholders to perform well and achieve more than
expected. With all these systematic functions, the most important thing is effective leadership
strategies without which, it is obvious that teams may not perform efficiently (Smith &
Katzenbach, 2015).
A leader should be aware of personality traits of team members so that he can impart target
training and guidance to individual members too. A leader must formulate new and innovative
ways while dealing with new challenges. He must be agile and adaptive to the change in his
surrounding and shall be able to inculcate the same qualities in hi team too. As it well said that
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Change management and Leadership qualities
good leaders are born not made, execution of all these goals oriented strategies at the right time
is being able to harmonize and match the team members’ needs with organizational objectives.
Effective leaders possess very much required wit and other inspirational qualities (Halstead,
2018). To examine or assess the effectiveness of qualities some parameters are set, like whether
a leader possesses with the visionary capabilities to transmit the vision in its team members, able
to develop strategic plans for completing a mission etc.
There are many stages of becoming a good leader. It starts with positioning and ends up at
working towards creating a sustainable organizations culture and developing leadership qualities
in other people. A leader has to become an inspiration for others otherwise he would not be
followed. A good leader will always balance the positioning and distribution of the power. He
will understand the capabilities of his team members and position them accordingly. He has to
guide the subordinates and work upon them. Working on people is equally important as
achieving the organizational goals for a leader. Along with productivity, he has the responsibility
to identify the weakness of his team and transform them into something greater (Cheung, 2018).
Conclusion
In the light of above discussion, it can be concluded that both leader and leadership plays vital
roles bringing out the effective results, change and productivity on the part of team members by
understanding several theoretical and practical aspects regarding leadership. Hence, good thing
will always happen if good leader takes important decisions and their farsightedness and
perceptions become reality.
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Change management and Leadership qualities
Bibliography
Green, M., & Cameron, E. (2015). Making Sense of Change Management: A Complete Guide to the
Models, Tools and Techniques of Organizational Change (4 ed.). US: Kogan Page .
Block, P. (2018, March 3). LEADERSHIP TOOLBOX. Team development , p. 3.
Carrillo, E. &. (2019). Change management in extremis: A case study. Journal of Access Services , 1-13.
Cheung, F. Y. (2018). Employees’ perception of leadership styles and successful aging in the workplace.
Journal of Career Development , 45 (6), 610-624.
Glasø, L. S. (2018). Leadership, affect and outcomes: symmetrical and asymmetrical relationships.
Leadership & Organization Development Journal , 39 (1), 51-65.
Halstead, F. (2018). Leadership Skills that Inspire Incredible Results (1 ed.). Canada: Career Press.
Lacerenza, C. N. (2018). Team development interventions: Evidence-based approaches for improving
teamwork. American Psychologist , 73 (4), 517.
Petrou, P., Demerouti, E., & Schaufeli, S. B. (2018). Crafting the change: The role of employee job
crafting behaviors for successful organizational change. Journal of Management , 44 (5), 1766-1792.
Smith, D. K., & Katzenbach, J. R. (2015). The Wisdom of Teams: Creating the High-Performance
Organization. USA: Harvard Business Review Press.
Wichert, I. (2018). Accelerated Leadership Development: How to Turn Your Top Talent into Leaders (1
ed.). US: Kogan Page Ltd.
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