Lead Personal and Strategic Transformation

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

LEAD PERSONAL AND
STRATEGIC TRANSFORMATION

Introduction:
■ Cire Services is an RTO situated in
Melbourne.
■ It provides learning opportunities and
training and education to people with
socio-economic disadvantage (Al-
Haddad & Kotnour, 2015).
■ The training service is committed to
provide training and opportunities to
people of all age groups.

Impact of Change:
■ Cire Training Services is facing
the issue of Staff shortage.
■ Employee Turnover rate is
increasing.
■ This issue has heightened the
pressure of achieving increased
productivity.
■ This high pressure is making
trainers demand high wages.

Impact of Change:
■ To resolve this issue the organization
decided to impose the strategy of
Professional Development.
■ This strategy would help in retaining
staff members.
■ However, this strategy is an
expensive and complex activity.
■ Staffs will receive training for their
development in the professional field.
■ It would require back filling of
classrooms since staffs would require
to attend the training.

Reason and Ways for Impact:
■ Employability skills will be developed in
the change that will be brought in the
organization.
■ Staffs will receive a hike in their
payment to compensate with the fact
that the teachers in TAFE and larger
RTOs are getting more paid.
■ Staff members will have to attend a
scheduled training every week.
■ Training will help them in their

A Positive Message:
■ The learner’s expectations and their
perceptions will be monitored.
■ The Business of the Training Service
will develop.
■ This will bring more potential clients
and it will help in the financial strength
of this RTO.
■ Business procedures and systems will
be run more efficiently.

Preparation of the Organization:
■ The organization is hiring trainers
who could provide training to the
staff members.
■ People oriented leadership style is
being preferred.
■ Funds and material resources for
training provision are being
collected.

Required Leadership Style:
■The issue of staff shortage would be
resolved with a proper leadership style
(Cameron & Green, 2019).
■The strategy of Professional Development
would be aptly implemented through
People- Oriented Leadership style (Döös,
Johansson & Wilhelmson, 2015).
■People- oriented leaders focus on
development of the team members more.

Required Leadership Style:
■ People- Oriented leaders ensure that
their every member of their team is
treated with equity.
■ This kind of leadership style would also
enhance a sense of camaraderie within
workers (Hornstein, 2015).
■ Through motivation and encouragement,
these leaders would be successfully able
to retain workers from quitting.

Actions Required to Cope up With
Change:
■ Extra members are needed who would
fill classes when the others would
attend meeting.
■ Organization requires to have a
deeper understanding of the
knowledge and skills which will aid in
providing best ways to deliver
program.
■ The organization also needs to have a
proper relation with HESG or Higher
Education and Skills Group.
■ Organization also needs Financial
support in order to execute the
implementation of this strategy.

Overview of Team’s Difficulties:
■ The challenge of staff shortage
has been faced by both the
organization and the team
members.
■ The organization was losing its
productivity and the team
members were receiving more
pressure.
■ The achievement of the business
objectives fell as a burden on

Overview of New Skills and
Capabilities:
■ The organization needs to
conduct a research on appraisal
and their competitors.
■ The organization should also be
capable to determine the size of
their potential threats in the
markets and their new products
(Donate & de Pablo, 2015).
■ Cire Training Services needs a
proper method of advertisement
in order to expand.
■ Their expansion will bring more
employees as well as more
clients.

Ways to Acquire Skills:
■ The new skills can be acquired
through deeper understanding of
the market, competitors and
potential threats.
■ The community based RTO has
the competitive advantage of
flexible classes which is why
Students are attracted (Edward &
Mbohwa, 2013).
■ The organization needs to hold

Required Timeline:
■ The training for professional
development is a complex activity.
■ It is also expensive to be
conducted on the employees.
■ It would take an optimum of 6
months to eight months for the
training to be complete.
■ It would take around 1 year for the
development to fully impose its
affects.

Material Resources:
■ Professional development
requires funds to be executed.
■ The organization requires to
have financial support.
■ A training room is required for
training process to be executed.
■ Projectors and laptops are other
material resources that are
needed.

Organization’s Capabilities
Required:
■ Organization needs a training room
where this development can take
place.
■ Trainers are needed to be hired so
that the workers are given training
on their professional development.
■ Stakeholders’ support is also of
utmost importance for this
development to be successfully

Supporting the Team:
■ As a leader, I would also attend the
training sessions with the
employees.
■ I would work towards their provision
of incentives in monetary form.
■ Every member would be motivated
through activities and rewards.

Supporting the Team:
■ Every employee would be heard
in the decision making process.
■ They will have the option of
providing feedbacks on the
training or any other facet of the
organization both anonymously
or in front of everyone.
■ Every feedback will be heeded
and discussed upon.

References:
■ 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.
■ 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
■ Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: a
model for successful change. Journal of organizational change management.
■ Donate, M. J., & de Pablo, J. D. S. (2015). The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business
Research, 68(2), 360-370. https://doi.org/10.1016/j.jbusres.2014.06.022
■ Edward, L. N., & Mbohwa, C. (2013). The Role of leadership in business process
reengineering:“Leaders, do you want to change?”.
■ Döös, M., Johansson, P., & Wilhelmson, L. (2015). Beyond being present: Learning-
oriented leadership in the daily work of middle managers. Journal of Workplace
Learning. https://doi.org/10.1108/JWL-10-2014-0077