Leadership and Changing Management

This report discusses the applicability of Lewin's change theories and Kotter's models in formulating change management strategies. It explores the importance of leadership in implementing major changes, specifically in the context of upgrading IT systems in organizations.

Leadership and changing
management

TABLE OF CONTENTS
EXECUTIVE SUMMARY.........................................................................................................................3
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
Applicability of Lewin’s change theories and its use in formulation of change management strategy....3
TASK 2.......................................................................................................................................................5
Kotter’s models to evaluate and identify appropriate practical steps to effectively manage
implementation of major change described.............................................................................................5
CONCLUSION...........................................................................................................................................7
RECOMMENDATION...............................................................................................................................8
REFERENCES............................................................................................................................................8

EXECUTIVE SUMMARY
It is very important for the business to lead the change as it helps in bringing competitive
advantage to the firm. Report have included the Lewin’s change theories as it helps the business
to adopt the change management strategies in an effective manner. Report also have focused on
the applicability of this theory for upgradation of IT in the organisation. Report have also taken
help of Kotter’s models that helps in identifying appropriate steps that business can take to
manage the change related to upgradation of It in the firm. This report have helped in
understanding the basic advantages of change management for organisational profitability.
INTRODUCTION
It is a structured approach that is used by the business to get transfer from its current state
to the desired state that they are looking forward and to implement vision and strategy in the
organisation so that the respective changes can be brought in an effective manner(Doppelt,
2017). Report will include Lewin’s change theories and its applicability to form change
management strategy for the business. Report will also include Kotter’s models in order to
evaluate and identify different practical steps that are appropriate enough to effectively manage
implementation of major change described
TASK 1
Applicability of Lewin’s change theories and its use in formulation of change management
strategy
In order to bring the change management strategy in the organisation and to upgrade the
IT system of the firm, business can use Lewin’s change theories having three stage process of
change. The respective stages that are involved in this change theory are as following:-
Unfreeze:-
It is very important for the business to prepare their working staff so that they accept the
respective changes and the necessary changes can be implemented in an effective manner. This
process include break down the status quo that exists presently in the organisation so that the
new ways of business operations can be implemented in the organisation. It is very important for
the business to analyze the respective reasons of brining change and upgrading the IT system. It
is also important to identify the reason why existing ways of performance is not working
effectively Hussain, S.T. et.al., 2018. As business requires implementing the respective change in
order to gain competitive advantage, organisation has to make efforts to bring the respective
changes. The changes have to be implemented in such a manner that all the respective changes
can be easily understood by the working members. In order to have successful implementation of

these changes that is to upgrade the IT system, it is very important for the business to work on
the beliefs, values and behavior of the current situation of the organization. It is very important
for the business to examine whether the respective change is supportive or not. If the risk is not
analyzed before implementation of this upgraded IT, there are chances that it may get collapsed.
Somehow, it is very stressful for the organisation to work effectively in this first part.
However, if the business is not able to deal with these changes, than the things may
become off balance. In order to implement the respective changes in the organisation, it is
important for the business to re-examine its core and have control on the crisis that may arise
during the change management process. My re-examining the core of the business, it helps in
building effective motivation among the working staff and may create new equilibrium for the
organisation. Without motivating the employees the respective up gradation of IT is not possible
and in order to bring these meaningful changes in the organisation, business is require to
motivate its working staff so that they get ready to adopt these changes and can work effectively.
As these changes are quite helpful for the business, managers need to work by making the
employees aware and motivated to adopt the respective changes. The working staff plays a key
role in this change process and organisation is require, taking time to time advice of the working
employees and then implementing the respective changes that is to upgrade the IT system of the
organisation.
Change:-
In this stage the working employees are able to resolve their uncertainty as it is created in
the first stage. At this stage the employees that were unfrozen are ready to move and at this stage
the firm starts moving with new state of being. Employees work in the respective directions and
they start to believe and act with respect to these new directions. It is not a quick process to
upgrade the IT system in the organisation, as employees take huge time in order to embrace new
direction and participate in these changes proactively. It is very important for the working employees to
have understanding about the benefits that these changes may implement for benefit of the organisation.
In order to implement the change in the organisation, time and communication plays an important role in
order to implement the change with respect to up gradation of IT in the business in a successful manner.
Working staff understands the changes within a respective period as it takes time to adopt the same. In
order to adopt these changes in an effective manner, employees are required to feel highly connected
throughout the transition period. New behavior, processes and ways of thinking are learned by the
employees related to these upgraded IT and it is very important for the organisation to get prepared with
these changes as it become easy for them to complete the respective up gradation. It is very important for
the organisation to have an effective plan and they have to execute the same in a careful manner. During
the implementation of this change, it is very important for the business to make the respective staff
reminded about the reasons to implement these changes in the organisation(Hussain and et.al., 2018).
However, if the business is not able to make the employees aware about the advantages of these
changes, then there are chances than they may not adopt them in an effective manner. It is necessary for
the organisation to make the employees aware and train them so that they become friendly with the

change. If the changes are not adaptive that is employees are not able to deal with this upgraded IT, then
it may be waste of time and money for the organisation as the main users of this up gradation are the
working employees. Change usually looks good on paper, but if the change is implemented in the
organisation without considering the employees interest, then these changes may leads to some of the
negative consequences. There are changes that the working employees that actually adapt the upgraded IT
in the organisation face resistance or may be less enthusiastic towards it adaptation. There may be some
employees who support the decision and there may be some who oppose the decision. This may cause
division in the group and may affect the implementation of these changes in the business.
Refreeze:-
As the changes that are implemented in the organisation become adaptive and have taken a shape
in the culture of the business, organisation is ready to refreeze the respective changes. This stage
helps the business to internalize the respective changes. This step makes the business work
effectively by incorporating the respective changes in the everyday life of the business. As the
changes are refreeze, gradually employees become confident to adopt the new ways of working
with upgraded IT in the firm. It is basically reinforcing, stabilizing and solidifying new state
after the respective changes are incorporated in the business. This step is very important for the
organisation for brining change, as it ensure that the working staff do not revert back and do not
adopt the old ways of business operations and functions. Organisation therefore, puts lots of
efforts in order to guarantee that the respective changes are not lost and the upgraded IT is
adopted at all the different levels of the firm. In order to reinforce these new states of the
business process, positive rewards are implemented in order to make these practices repeated in
the business(Bakari, Hunjra and Niazi, 2017).
However, there are many businesses that feel that freezing the respective changes is
outdated as there is a continuous need for change in order to have competitive advantages to the
firm. It the respective changes that are implemented are required to be reevaluated or need to be
changed again in near future, it is better to avoid freezing. It is quite difficult for the business to
again go two steps back. Another risk that is involved in refreezing is that whenever the
organisation required bringing next change, then inflexibility may be there.
TASK 2
Kotter’s models to evaluate and identify appropriate practical steps to effectively manage
implementation of major change described
Kotter’s model is used by different organizations in order to improve an organization’s ability to
change and also helps the business to increase its chance of success. There are different step plans that are
included in this model and these steps help the business to avoid failure and adapt the respective changes
related to up gradation of IT in the firm. The respective steps that this model includes are as following:-
 Create a sense of urgency:- The first step that is involved in Kotter’s 8 step change model is to
create a sense of urgency for bringing the respective change in the organisation. It is required to

make the employees aware about the respective changes that are urgent for the business as it
helps the business to have support of all potential employees. In order to create a sense of
urgency in the organisation, leaders have to be open and honest so that they can easily convince
the employees and make effective decision for the business in order to upgrade IT in the
organisation. Employees can be motivated to adopt the respective changes that organisation is
coming with, by discussing with them the potential threats and respective solutions that may
overcome the same (Isaksson, 2019). However, if the respective employees do not get
convinced than there are chances that business may not bring the respective changes in the
organisation. As the organisational leader create a sense of urgency, they make the organisation
as well as leaders prepared in order to prepare organisation with the change process. It is
basically done by having effective communication and making all part of the business aware
about the urgent need of the customers. With the help of sense of urgency, any business
organisation can bring change in the working environment.
 Create a guiding coalition:- Before implementing the respective changes in the business, it is
very important to establish a team related to implementation of the respective project in
organisation. A project team has to be there so that the business is ready to occupy the changes
and implement them in the organisation. In the project team, group managers encourage the
working staff so that they work with coordination and use constructive approach in upgrading IT
in the organisation. Coalition of employees is there that are working at different position of the
business and are able to rely on the group. With open communication in the business practices, it
can create a function as a sounding board.
 Create a vision for change:- After creating a coalition in the business, next step is to create
vision for change that is to formulate common vision of this change so that all the working
individuals have a clear understanding what the business is in need to be achieved. This helps in
making the changes more concrete and it looks supportive to upgrade IT in an effective manner in
the organisation. Organisation have to work in right direction and in order to implement the same,
employees of the business also have to be incorporated in the vision as it helps these employees
to adopt the respective changes in an effective manner. With respect to the set vision, business is
required to implement different strategies that are useful for the employees in order to achieve the
goals that are to implement the changes in the organisation(Small and et.al., 2016).
 Communicate the vision:- It is quite easy for the business to create a vision for change.
However, it is complex to create support and acceptance among the employees so that they can
work effectively to upgrade IT in the organisation. It is possible to achieve the changes by
making the employees aware about the vision and having effective communication with them. It
is required to talk with the employees and also to ask their opinions whether the respective
changes will be helpful to the business or not. Business have to make clear that the vision is
adopted across all part of the business. There are different ways in which business can
communicate the respective vision that is either conducting different organisation meetings or
having a positive delivery of plan in order to make the vision clear. Two way communication is
very essential for the business and the employees are made motivated in order to follow the
vision and adopt the same in change management process so that business objectives can be
fulfilled in a given time interval.
 Remove obstacles:- During the implementation of necessary changes, it is very important for the
business to remove different obstacles that may arise during the change process. These obstacles

may impact the vision of the organisation and that can create difficulty to implement the
respective changes in the organisation. By having acceptance of the employees, it become easy
for the business to implement the respective changes in an effective manner. The major obstacle
that may arise while upgrading the IT is lack of support. There is chance that these change
process may not get support for a specific solution from the staff members and also from the
managers. This leads to an obstacle for the success of the business. However, business is require
to make the employees aware about the advantages that these changes may bring. As upgraded IT
will be helpful to the employees as it will lower their working hours and they can work in an
effective manner with the support of these up gradation.
 Create short term wins:- It is not possible for the business to accept the changes suddenly.
Therefore, business is required to create short term goals in order to make clear idea what they
are going to do. As the business goals are met, all the respective employees get motivated to
accept the change and work more effectively. With the rewarding policy for the employees that
were involved to bring change process in the organisation, it become clear that board is changing
course.
 Consolidate improvements:- Many times the change process get failed in between as the
managers become over confident and declare their victory before the actual change occur or
adopted in the organisation. As the process of change is very slow and time is taken by different
level of corporate to adopt these changes in an effective manner. Organisation is require to look
for quick improvements and work for up gradation of IT in the organisation in an effective
manner. The achievement of the establishment of change in the organisation is considered when
the change get success with multiple number of times. The changes payoff as it get established in
all the respective part of the business(Calegari, Sibley and Turner, 2015).
 Anchor the changes:- The last stage of the change model state that the change become part of
the organisational culture only if it is the part of core of the business. Changes are discovered and
brought into the organisation as it never come about by itself. It is very important for the business
to have understanding that the values and standards must be matching with the vision of the
organisation and the behavior of working staff have to be matched effectively. It is very
important for the business to have the employees support in order to bring these changes. In order
to consolidate the respective change that is up gradation of IT in the organisation, regular
evaluation and discussions with respect to its progress is necessary.
CONCLUSION
From the above study it is been concluded that the applicability of Lewin’s change
theories and its use in formulation of change management strategy works effectively in bringing
change in the organisation with respect to up gradation of IT. Further report concluded that the
Kotter’s models that was used in order to identify different practical steps so that business can
effectively manage implementation of major change, worked effectively in order to upgrade IT
in the organisation. Report also concluded that the business is require to set clear vision and also
have to involve the respective employees to make these changes established for long period in
the firm.

RECOMMENDATION
From the above report it is been recommended that in order to implement the respective
changes in the business, vision of the organisation have to made clear by the organisation and all
the respective staff have to be trained so that they can implement the respective changes in the
organisation in an effective manner. The new vision and the respective change that is to upgrade
IT in the firm have to be given a solid place in the organisation. It is important for the business to
make the employees recognised and reward them for their active contribution in the change
implementation. The support of employees is enormous and to get their support in near future for
implementation of change, business has to make their employees satisfied by rewarding for their
contribution.
REFERENCES
Books and journals

Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Hussain, S.T. and et.al., 2018. Kurt Lewin's change model: A critical review of the role of
leadership and employee involvement in organizational change. Journal of Innovation &
Knowledge. 3(3). pp.123-127.
Bakari, H., Hunjra, A.I. and Niazi, G.S.K., 2017. How does authentic leadership influence
planned organizational change? The role of employees’ perceptions: Integration of theory of
planned behavior and Lewin's three step model. Journal of Change Management. 17(2).
pp.155-187.
Isaksson, R., 2019. Creating a sense of urgency for Sustainable Development–testing two system
models. Journal of Cleaner Production. 227. pp.1173-1184.
Small, A. and et.al., 2016. Using Kotter's change model for implementing bedside handoff: a
quality improvement project. Journal of nursing care quality. 31(4). pp.304-309.
Calegari, M.F., Sibley, R.E. and Turner, M.E., 2015. A roadmap for using Kotter's
organizational change model to build faculty engagement in accreditation. Academy of
Educational Leadership Journal. 19(3). p.31.