Assignment on Transformational and Change Leadership

Running head: RESEARCH AND DISCUSSION
Research and Discussion
Name of student
Name of University
Author note

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RESEARCH AND DISCUSSION
Table of Contents
Transformational and Change Leadership driving the accomplishment of Organisational
goals, objectives, plans and strategies........................................................................................3
Leadership styles and its response to the impact of change on people and processes...............3
Significance of collaboration in change processes.....................................................................4
Data collection procedures.........................................................................................................4
Impact of organisational design on the ability to respond to change in customer or market
conditions...................................................................................................................................4

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RESEARCH AND DISCUSSION
Relationship between Transformational and Change Leadership
Transformational and Change Leadership driving the accomplishment of
Organisational goals, objectives, plans and strategies
The transformational leadership allows for the development of a strategic plan to ensure
that the organisational functions and processes are managed properly through the
modification of organisational policies, principles and procedures required to enhance the
efficiency of business operations and processes. The transformational and change leadership
aspects also facilitate management of change required to obtain the desired level of skills and
business intelligence, furthermore ensure fostering the corporate culture development along
with the management of human resources in an effective way as well (Carter et al. 2013).
These leadership aspects are also related to the implementation of change in business level
strategies and also facilitate the organisational design and structure required to enhance the
effectiveness of business functions and processes. This would bring change and ensure that
the technology systems are used properly to exploit the resources and opportunities required
to create a positive impact on the business functioning too.
The transformation and change leadership also allows for navigating the change process,
which is essential for driving the strategies and implement a perfect plan for encouraging
positive behaviours all throughout too. This has also identified the scope for change with the
identification of various stakeholders and analysing the cost and benefits of change associated
with it. The new vision is developed, which has been communicated with the employees by
the leader to encourage collaborative behaviours and commitment, furthermore resulted in
establishing a change structure (Van der Voet 2014). This has been supported by the leader
through arrangement of training and developmental sessions and by introducing the rewards
systems to keep them empowered and motivated. The sustenance of change has been possible