Lead Personal And Strategic Transformation - Assignment

this assessment include 4 parts - Task A- part a: Portfolio - Task A- part b: Journal - Task B – part a: Power Point Presentation - Task B- part b: Journal

Running head: LEAD PERSONAL AND STRATEGIC TRANSFORMATION
LEAD PERSONAL AND STRATEGIC TRANSFORMATION
Name of the Student:
Name of the University:
Author Note:

1LEAD PERSONAL AND STRATEGIC TRANSFORMATION
Table of Contents
Task A: Part A.................................................................................................................................2
Introduction:................................................................................................................................2
Impact of the Challenge:..............................................................................................................2
Required Leadership Style:..........................................................................................................3
Role of Leader in Managing Organizational Change:.................................................................3
Required Actions and Changes:...................................................................................................4
Timelines Required:.................................................................................................................5
Material Resources:.................................................................................................................5
Required Organizational Capabilities:.....................................................................................5
Task A: Part B.................................................................................................................................6
Task B: Part B..................................................................................................................................9
References:....................................................................................................................................12
Appendix:......................................................................................................................................14

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Task A: Part A
Introduction:
Cire Services is a Registered Training Organization which is local but one of the largest
NFPs that serves the diverse population of Melbourne. This RTO provides training, learning
opportunities and education through community programs that helps people to meet their own
needs and get through their phase of socio-economic disadvantage. The qualifications and short
courses that Cire Training provides are nationally recognised and accredited; their training
service helps to meet up with the changing and diverse needs of the community and also helps in
facilitating more inclusion(Muller & Turner, 2017). The training service is committed to connect
people and provide them a lifelong learning with flexibility that is applicable to people of all
ages and all types of interests. The training service also ensures that communities are supported
so that they address their needs.
Impact of the Challenge:
Cire Training Services is facing an issue of staff shortages just like any other community
organizations. In the present day, there is an outgoing shortage of trainers and this issue is
common among several training and education systems operating worldwide. The global
economy will be intensified by the competition of highly skilled graduates and it will create
difficulties in the process of attracting and retaining the trainers. This issue has raised the
pressure of increasing productivity of the VET trainers who are already in the workplace and
such pressure can lead to some dramatic changes(Dempsey, 2013). The raised pressure
commands high salaries by the existing trainers which can create anomalies. Since TAFE
teachers and other larger RTOs pay high than a local community- based organization like Cire,

3LEAD PERSONAL AND STRATEGIC TRANSFORMATION
many of the trainers might leave their position too. The Cire Training Services have decided to
impose the strategy of Professional development in order to ensure that their staff members are
retained.
Required Leadership Style:
Leaders have certain skills that help the organization to build itself and have a future with
long term sustainability plans(Hornstein, 2015). This kind of vision is also guided by leaders;
however, there are several types of leaders who specialise in special forms of tasks in an
organization; the kind of issue that Cire Training Services is facing, leaders with People-
Oriented leadership style will be most useful. These kinds of leaders focus on the development of
their organization as well as their team(Van der Voet, 2014). Leaders with this kind of leadership
style are relations- oriented leaders and people- oriented leaders who ensure that every member
of the team is treated equally and it is noticed that with these leaders there is a great sense of
camaraderie within the team. These kinds of leaders will be successfully able to retain trainers
and resolve the issue of staff shortage in the organization.
Role of Leader in Managing Organizational Change:
It is important for the leaders to manage the organizational change efficiently so that the
changes that needed to be imposed are done sustainably and efficiently and the expectations of
the clients, stakeholders and other staffs are met. Leaders help the team and the organization to
have a clarified vision through effective and consistent communication(Proches, 2013). People –
oriented leaders will stay in connection with their employees and be transparent with them
regarding the kind of changes that are going to be imposed; interactions with the employees will
help the leader to know the trainers’ thought process and hence they will know how the workers
are aligned with this change. When the changes are being imposed, it is vital for the leaders to be

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accountable, since being accountable creates a determination in the members as well as the
leaders to yield a desirable and better outcome.
Required Actions and Changes:
Proper training of the members is required in order for them to cope up with the change
that is going to be imposed. Professional development is the strategy that Cire Training Services
is going to adopt in order to resolve the issues of staff shortage. However, this training service is
a small organization which has a high proportion of casual as well as part time workers and also
there are many who would be required to back fill the classroom in order to attend the training;
all of this makes this change to be a complex and expensive(Cameron & Green, 2019). The
organization needs a deeper understanding of the skills and knowledge that is needed by each
market segment and they also need to know the best ways to deliver programs. The learner’s
perceptions and expectationneed to be monitored, a conduction of research and appraisal of the
competitors is also required; the size of the potential markets and their new products should also
be determined along with the analysis of the current product’s range(Al-Haddad &Kotnour,
2015). A good relationship with the HESG or Higher Education and Skills Group needs to be
maintained for ensuring their business development. The challenge should be addressed with
utilization of skills that are present in the organization and the procedures and systems of the
business should be enhanced so that the budgeting and the management of finance can be done to
have the training service’s programs run efficiently; moreover, financial management is of
utmost importance since it has already been established that Professional Development is going
to be an expensive activity.

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Timelines Required:
Figure 1 in Appendix shows the training development program model and it is a general
idea of the program that needs to be conducted. However, the kind of change that the
organization needs to impose is time consuming and hence it would take 6-8 months of training
to implement professional development.
Material Resources:
Professional development can take $100 per person per year or even $5000 but depends
on circumstances. Hence financial support is required for provision of training, a training room is
required for the training to be conducted, along with that projectors, laptops and several such
things would be beneficial material resources.
Required Organizational Capabilities:
The organization requires a room where trainings and can be conducted. However, in
order for the training to be conducted a trainer needs to be hired since there is already staff
shortage and no more staff members can be spared for provision of training to the new workers.
Also, the organization requires stakeholders to help them with the provision of material
resources.

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Task A: Part B
Student Name and ID: Date:
Unit name and Code: Assessment and Task:
Training session
Self-Reflection on Leadership Skills:
As a leader, I consider the wellbeing of my team to be more important than the effective achievement of the
objectives of the company. However, I am well aware that both the wellbeing of team and achievement off
the objectives of company is vital for an effective management but my leadership style makes me grant
more importance to the wellbeing of the team members. This is why I consider that my leadership style is
people-oriented. My leadership style makes me put more emphasis on the development of the team by
being more involved with them. The decision makingprocess that I conduct invites contributions from all my
team members and the process is a participative and democratic one. I have my beliefs around this process
that taking in contributions from every team members makes them feel valued as a person and hence
enhances their personal development, which is in turn a prime factor contributing in the success of the
organization.
I am motivational and also transformational which is why as a leader I make sure that my team members are
well aware about the culture in the workplace. I have noticed that once I make them feel valued and
respected, they are more motivated and they also seek to utilize this kind of leadership style to foster the
kind of things that I impose in the workplace. They feel more obliged to contribute in the organizational
objectives. The staff shortage that presided in Cire Training Services occurred since there was a lack of
people- oriented leadership and the employees failed to note their value in the organization. I would set in
and motivate every member in the organization and make them realize their value and contribution in the
organization. Since I prefer to be more people-oriented, I will ensure that the team members are motivated
and encouraged; this is vital to reduce the employee fall- out from any organization. Moreover, with this kind

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of leadership skill that I possess I will ensure the enhancement of creativity in the organization, I am
approachable and I will make sure that my team members know this fact, so that they can approach me
whenever they like in the workplace to resolve any kind of issue that I can help them to recover from. Cire
Training Services had employees who had adequate potential; however, they were not appreciated for their
performance and they felt de-motivated for this and opted other organization which not only appreciate their
contribution but also give them motivation through monetary as well as non-monetary incentives and
rewards. I have skills to exert my authority as well as I have the skill to be approachable and make sure my
team members to know that they are also heard during any important decision- making process.
Self-Reflection on Personal Efficacy, Personal Competence:
Self efficacy is a trait that I possess in my personality and this has partly been the reason behind all my achievements
in an organization. The kind of change that Cire Training Services needs to impose requires a leader who will have this
belief that they can achieve the objective and be able to achieve the desirable outcomes. It is one of my cognitive
strengths that I can take pride in since I am well aware of the kind of determination I possess when a task or an
objective need to be fulfilled. As per my personal competence, I have self awareness and have the ability of self
management that a leader needs to possess in their characteristic. Self awareness prohibits me from attempting any
kind of biasness in the workplace consciously, which is why I can be approachable to every member of my team
(Caldwell & Hayes, 2016). Since I possess self competency traits, I am also aware of the emotions of others and I
interact accordingly; I believe due to this interaction, employees feel secure and motivated and they negate the idea of
quitting the workplace thus lowering the employee turnover rate in the organization. My experience in the field of being
a leader has taught me to be self aware and this awareness has made me realize my strengths and weaknesses;
hence I know where to implement my strengths and I am also aware of the areas where I need to improve myself.
Since my last journal entry, I have realized that I am utilising my strength of being self aware more and I am interacting
more with my employees in the workplace. I am trying to figure out the reason that is making them quit the service and
thus imposing more activities that would enhance their motivation. I am also trying to implement rewards and
recognition process which would consist of both monetary and non-monetary methods of motivation so that the
employees get a sense of purpose in this organization. In my last journal entry I realized that I had no intention of
taking in feedbacks about myself and my way of leadership, whereas, in this journal I would like to mention that I am

8LEAD PERSONAL AND STRATEGIC TRANSFORMATION
being open to feedbacks from other and taking criticisms positively in order to improve any setbacks that the other
workers think that I possess. My work time as a leader has improved my traits and is still improving and through these
actions I am attaining professional competence that I would implement in my further actions.
Outline of Preparation:
For the kind of change that Cire Training services needs to implement, I have decided to be more interactive
with my employees and not only the interaction would be limited to leaders with employees, I have decided
to plan activities that would improve communication and relation amongst the employees. I would schedule
a time plan when the employees will be able to provide feedbacks about anything, they think that needs to
be improved. There will also be anonymous feedback in which employees can put their opinions and the one
that are significant will be read in front of everyone and then a unanimous decision can be taken regarding
the action.

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Task B: Part B
Student Name and ID: Date:
Unit name and Code: Assessment and Task:
Training session
Reflection:
The workshop was presented in a room where every members of the team were present. They understood
the gravity of the situation and hence they were attentive. Partly they were attentive because they wanted to
have solution regarding the impending pressure that was befalling upon them due t the shortage of staff
issue in the organization. I presented the presentation in a professional yet educative manner; I paused after
each facet was explained waiting patiently if any member of the team had any query regarding the
explanations that I was providing to them. Being a people-oriented leader, I felt it significant to be
transparent with my team and hence I decided to let them know about the issue in details and also the kind
of development that is going to be undertaken in order to resolve the issue at hand. Since I am a People-
oriented leader, hence communication with my team members and knowing their viewpoint through
interaction is my strength (Schmid, 2008). I have utilised my strength to know the reason behind the
occurrence of the issue of staff shortage. My limitation of not being able to take feedbacks intervened in my
way of analysing the problem and only after a lot of self-assessment, I finally learnt to accept the criticism to
use it into a positive method, but during this time, the issue had taken a massive form in the organization.
There were times in the presentation when some employees expressed their concern but were aggressive
about it. I regulated the disruptive emotions through interaction and through making them believe that their
concern is being heard by us and we will work on it to improve the condition. There were impulses from my
side to react angrily at certain times, but it was important that I was in control of my emotions in order to
make every member of the team realize that we are genuinely working for their career enhancement. Being
a people- oriented leader, I learned how to have a proper interaction with employees controlling all the

10LEAD PERSONAL AND STRATEGIC TRANSFORMATION
impulses and the disruptive emotions.
Evaluation:
At the time of my last journal entry, I mentioned that I am a people- oriented leader who focuses more on the
development of the team rather than the whole organization. This journal entry is not just about mentioning,
but it is a reflection about my interaction as a leader with the employees. The time of the workshop was a
significant one, since I could see the frustration that was based on the faces of the workers and through their
disruptive emotions that were expressed during the presentation, it was evident that the workers were in fact
under a lot of pressure and the productivity achievement was overwhelming for them. This has also been the
reason why many of the workers are leaving this organization. This time, I was successfully able to control
my impulses and regulate them which helped me to interact with the team members successfully. Thus, it
can be said that since my last journal entry my leadership trait has definitely been improved.
I was empathetic towards my team members when they were expressing their distrust with the organization or any
change that was being imposed upon them. I communicated with the member and showed my empathy for the kind of
challenge they had to face and this genuine empathy strengthened the trust factor between me and the team members
and helped me to interact more and make them realize that I am approachable to them at any time in the work
premises. When I showed empathy for the fellow workers, they became more understanding and listened carefully at
the changes that were going to be imposed at the workplace. They started to agree more and accepted the training
criteria without any other complaints. Once the trust was settled, the team members also started to pitch in their ideas
through feedbacks or suggestion and I ensured that every person gets the chance to speak their mind about the
change (Shamim, Cang & Yu, 2019). The factor of having the option to anonymously giving feedback was given by one
of the team members that I found out to be a nice step to make people talk about their concern. Another team member
suggested that once the anonymous feedback is received, the most important ones should be discussed in front of
everyone without disclosing the identity of the feedback giver.
Examples:
There were times when a conflict was seen to arise between two team members regarding an aspect of the
presentation and they started arguing that created a disruption in the process. However, I intervened and
made them realize to behave professionally in an office premise after which they concentrated upon

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describing the kind of trouble, they think might arise from that aspect of the change instead of starting a
competition. The positive messages helped regarding the commitment of the organization to bring
betterment in the lives of the workers and it was conveyed appropriately to the members who felt
encouraged to overcome this issue.
In front of the team members, I was a leader who was empathetic towards their troubles and was presenting
this criterion in front of them in such a way that it showed that I am working for their betterment, which I was.
However, I had to present this in front of the trainers and the IT professionals I would have showed them the
need of professional development in the area of educational training services and the kind of trouble the
existing workers has to face due to staff shortages. I would make them understand the need for all the
material resources that the organization demanded and convince them about better outcomes. I would
emphasize on the need of such materials for the training and make sure that they realise that I am
representing my team not only as a leader but also a team member who is concerned about the team
member’s skills and capabilities.

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References:
Al-Haddad, S., &Kotnour, T. (2015). Integrating the organizational change literature: a model
for successful change. Journal of organizational change management.
https://doi.org/10.1108/JOCM-11-2013-0215
Caldwell, C., & Hayes, L. A. (2016). Self-efficacy and self-awareness: moral insights to
increased leader effectiveness. Journal of Management Development.
https://doi.org/10.1108/JMD-01-2016-0011
Cameron, E., & Green, M. (2019). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Dempsey, M. (2013). Impacts of the changing nature of the Vocational Education and Training
(VET) system on educators within the VET system in
Australia.https://ro.ecu.edu.au/cgi/viewcontent.cgi?referer=https://
scholar.google.com.au/&httpsredir=1&article=1587&context=theses
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298. https://doi.org/10.1016/j.ijproman.2014.08.005
Muller, R., & Turner, J. R. (2017). Project-oriented leadership. Routledge.
Proches, C. N. G. (2013). Leadership styles deployed by women project managers. Gender and
Behaviour, 11(2), 5663-5672.

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Schmid, H. (2008). Leadership styles and leadership change in human and community service
organizations. In Handbook of community movements and local organizations (pp. 395-
409). Springer, Boston, MA. https://doi.org/10.1007/978-0-387-32933-8_26
Shamim, S., Cang, S., & Yu, H. (2019). Impact of knowledge oriented leadership on knowledge
management behaviour through employee work attitudes. The International Journal of
Human Resource Management, 30(16), 2387-2417.
https://doi.org/10.1080/09585192.2017.1323772
Van der Voet, J. (2014). The effectiveness and specificity of change management in a public
organization: Transformational leadership and a bureaucratic organizational
structure. European Management Journal, 32(3), 373-382.
https://doi.org/10.1016/j.emj.2013.10.001

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Appendix:
Figure 1: Model of Training Program Development