Individual Leadership and the Implementation of Strategic Change Case Study

Individual Leadership and the
Implementation of Strategic
Change Case Study

Table of Content
• Introduction
• Balogun and Hope Hailey’s Change Kaleidoscope and Lewin’s Forcefield Analysis models
• JOHNSON’S CULTURAL WEB
• Culture of Unilever
• KOTTER’S EIGHT CHANGE STEP MODEL
• What worked well and what did not
• Lynch’s 5 Elements Model
• Conclusion
• References

Introduction
Change in the business is natural and every business are trying to focus on various ways to successfully implement the and
for the management of the change in the effective manner. Following study is focused on the change management and
strategy planning in concern to the Unilever Group which is an international brand. The primary aim of the following case
study is to periodically analysis the change that is commenced by the CEO, Paul Polman in order to develop and improves
the performance of the company. Following report illustrates the brief history of the Unilever and the strategy analysis of
the company which is prosed to the company performance is illustrated in the following report along with the various
challenges that they faced and how they maintain and improves on this report. The strategy of the Unilever can be
understood in the various segments like the scope of product with using the cost leadership strategy which make them one
of the highly growing brand in the international marketplace. The primary objectives of the change model introduced by
the Paul Polman to reform the two phases that is to raise the performance of the company while ending the gap that
presented within the competitors that were performing good in the consumers goods that seems that moving at fast span.

Balogun and Hope Hailey’s Change Kaleidoscope
and Lewin’s Forcefield Analysis models
Adoption of the Balogun and Hope Hailey’s change kalediscope and the use, which expands and adjusts various logical
headlines and uses preferences to distinguish between changes to be considered. Using this tool promotes a shift in
perception from the perspective of the organization. The Unilever should examine its potential for diversity and consider
relevant barriers and capabilities to consider paths, starting points, styles, goals, intervention and choice of characters.
Under this model, two different approaches to change in organization are considered
Focusing on difficulties and changing the culture of the organization. Before Polman arrived at Unilever, he had resisted
elements of change before 2009. Coming up with strategies to reduce the cost of the delivery process while maintaining
source manufacturing, production and product quality. Its mission is to bring innovations and brand concepts to
businesses around the world. Continue to develop better and new products keeping in mind the relevant needs of the
customers.