Leading Change Authentically in Organizations

The assignment emphasizes the significance of leading change authentically in organizations to achieve competitive advantage and sustainability. It involves adopting new and innovative technologies, making proper discussions with employees, and informing them about changes. This approach helps in getting a positive response from employees and reduces resistance. The report summarizes various procedures necessary for leading changes within a working organization in a required manner.

UNDERSTANDING AND
LEADING CHANGE

Contents
INTRODUCTION...........................................................................................................................................3
TASK 1 .........................................................................................................................................................3
P1 Impact of change in different organization’s strategies and operation by making a comparison with
its competitor..........................................................................................................................................3
TASK 2..........................................................................................................................................................5
P2 External and internal drivers of change that can have an effect on leadership, team and individual
behavior within organization...................................................................................................................5
P3 Evaluation of measures used to reduce negative impact of change on behavior of an organization. 7
TASK 3........................................................................................................................................................11
P4 Different barriers for change and how it influence leadership and decision making in Talent Plus..11
TASK 4........................................................................................................................................................13
P5 Various leadership approaches to deal with the changes in Talent Plus..........................................13
CONCLUSION.............................................................................................................................................15
RECOMMENDATION..................................................................................................................................15
REFERENCES..............................................................................................................................................16

INTRODUCTION
In today’s fast developing world, it is necessary for all organizations to create changes in
working system. For this assistance, managers are needed to analyze whole situation and trends
of marketplace so that they can evaluate in which area modification is necessary to bring. Along
with this, they should formulate effective policies and strategies in order to implement the same
into workforce in a proper manner (Gupta, 2011). In order to see how managers and leaders of a
firm understand and leads a change within workplace, a report has been prepared on Talent Plus
Company of UK. It is a consultancy firm which operates its business on small scale. This
enterprise has used to recruit workers in various industries as per requirement of them. For
acceptance of changes, some internal and external key drivers of the same have been discussed in
this assignment. Along with how these affect leadership, team work and individual also
describes.
TASK 1
P1 Impact of change in different organization’s strategies and operation by making a
comparison with its competitor
Today in fast developing world, many organizations are working in different-different
sector to earn money. All have their own way to deal with situations arise within business
environment. These situations are raised due to innovation, technological development,
economical fluctuations, taxation policies and more (Anderson, 2016). It demands a firm to
create modifications in organizational system so that new products or services are manufactured.
Therefore, to add value in existing goods or manufacture new ones, employers are needed to
analyze whole situations first i.e. in which part modifications are necessary. Further, after proper
evaluation, they should make an appropriate action plan which describes the whole procedure of
changes including strategies, tools and techniques etc. All these things help in moving business
from national to international level and bring higher achievement in enterprises so that all
objectives and goals are accomplished in a short period of interval.
As create modifications within working environment is beneficial for growth of business
but it involves various types of risks also. It may impact on whole organization either in positive

or negative way. Therefore, it is necessary for managers of an industry to analyze latest trend of
market and demand of customers so that changes can be done as per their requirement. As per
present scenario, Talent Plus is a small enterprise which deals in consultancy business in UK. It
provides workers in other industries according to job requirement by conducting various
recruitment and selection procedures (Hillson and Murray-Webster, 2017). But due to
sustainable economic condition of country, many new ventures are launching business in same
field in fast manner. It impacts on profitability and productivity of this firm so, to make its
position tight in marketplace and give a tough competition to rivals like Deliotte. It needs to
create changes in technologies and part of work on regular interval of time so that growth of
business can maintain. In order to know how changes impact on functions of Talent Plus and its
competitor Deloitte, a comparison has been shown in following table:-
Changes Talent Plus Deloitte
Changes in external factor Business environment of an
organization constitutes
various factors which impact
either in direct or indirect
manner. The factors which
involves in external
environment are technological
changes, fluctuation in
taxation or economic rates and
more (Komives, 2016). So,
these elements assist Talent
Plus to bring modifications in
working system. But due to
operate business on small
scale, it has not sufficient
amount of capital. So, it has
failed to bring much alteration
in working system which
affects its performance and
sustainability at marketplace.
So, its managers are required
to formulate new strategies in
order to response to changes
in an effective way.
Since Deloitte is one of the
leading firm of UK which
operates its business on large
level. So, for response to
change it has made various
modifications in organization
structure. Through this, it has
get success in running
business with trends of
marketplace.
Structure Change Talent Plus is a leading
consultancy firm in UK which
operates its business on
various locations within
This firm was founded in 1845
in London by William Welch
Deloitte. Its business is also
deals in consultancies but

territorial region. Due to
operate business on small
sector, it has less number of
employees as compare to
Deloitte. Therefore, main aim
of this firm is to move its
business on another level and
gain high success.
instead of recruitment, it has
provided financial suggestion
to other industries along with
Tax, Audit and Legal advice.
Currently, near about 263,900
employees are working in its
organization. In terms of
turnover, this firm has gained
revenue as 38.8 billion Euros.
Strategy: In order to bring changes in business environment, it is essential for Talent Plus
to formulate strategies and policies in a proper manner. But before building the same, managers
should measure impact of changes as well as techniques used in system so that negative effect of
alterations can be reduced. Through proper plan, they can convince stakeholders to make
investment in new project which will be helpful for operating entire activities in a proper way.
Operations: After building proper strategies, it is required for managers to implement the
same into workforce in an appropriate manner (Lawrence, 2015). They should influence workers
to accept changes and work accordingly so that new projects can be completed on time. In
addition to this, it is essential for them to provide necessary training to employees so that they
become able to work with new system in a proper manner.
TASK 2
P2 External and internal drivers of change that can have an effect on leadership, team and
individual behavior within organization
Managers are the main important part of an organization who takes entire responsibilities
to manage workplace in a proper manner. In addition to this, they conduct various activities in
order to analyze trends of marketplace and create modifications in business structure accordingly
(Doppelt, 2017). In contest with Talent Plus, its managers and leaders plays an effective role in
measuring the drivers of change which can be stated as:-
Customer led drivers: This type of key driver of change, states that a firm needs to bring
changes in working system and part of organization so that demand of customers can be satisfied
in higher manner. Here, customers of Talent Plus are industries of UK, therefore, it is necessary

for this firm to bring modification in system for provide high talented workers in their
workplace.
Technology led drivers: Due to rapid change in technology, it is necessary for managers
of this company to bring latest techniques in system. It would help in providing better services to
other companies in a profitable manner.
Competitor led drivers: As per current scenario, government has provided their support
to various entrepreneurs to launch business easily (Fragouli and Ibidapo, 2015). So, it arise
competition for existing firms like Talent Plus. Therefore, it is necessary for managers to
formulate new strategies in order to reduce impact of completion on its business and run
organization in a profitable manner.
SWOT Analysis of Talent Plus:
Strengths Weaknesses
Talent Plus is expanding its business in a rapid
manner in UK in order to give tough fight to
various consultancies present at same
marketplace. The main advantage of this firm
is that it provides employees to large industries
like Tesco, ASDA, Hotpoint and more.
Lack of finance shows its major weakness. As
due to this, it fails to bring latest technologies
in workplace (Painter and Clark, 2015). In
addition to this, heavy turnover of workers of
Talent Plus also slow down its performance at
marketplace.
Opportunities Threats
Since small companies help in improving
economy of a company, therefore, Government
of UK support them now in operating business
successfully by providing them funds on easy
terms and condition.
Increasing number of competitors impact
business of Talent Plus in higher manner.
Impact of changes on leadership, team and individual behavior of Talent Plus
Leadership Team Individual
Due to internal and external
change in business
environment, leaders and
managers are required to
change their styles as per
situation of company. They
can adopt styles like
autocratic, democratic and
more to lead employees in a
proper manner.
For implementing changes
successfully into workplace,
managers are used to engage
employees in group task
(Alavi and Gill, 2017). But
working in team creates
various problems as
employees of different
background have own of way
of performing a task. Due to
this, many conflicts are arise
Bringing changes much
influenced workers on
individual basis. As all have
different skills and capabilities
so whenever new technologies
are brought in organization,
then some employees feel
unsecured in their part of role.

among them.
P3 Evaluation of measures used to reduce negative impact of change on behavior of an
organization
Every change in working environment whether small or large, impacts on business in
both positive and negative manner. So, it is necessary to managers and leaders to take some
initiatives and policies through which negative impact of change can be reduced (Lloyd, Boer
and Voelpel, 2017). In context with Talent Plus, they can use following techniques to manage
workforce and entire activities in proper way so that changes can be brought in positive manner.
Creation of Pathway: Before bring alteration in business structure, it is amendable for
managers and leaders of Talent Plus to make proper action plan first. It includes entire activities
along with roles and responsibilities of each employee for completing the new project. This
would help workers to understand new goals and objectives of this company.
Explain about the Plans: After formulate plan and strategies to implement the same
within working organization, it is necessary for managers to organize conference meeting in to
explain about new plans and policies to workers in a proper way. They should inform workers
about changes in system and take their feedback for the same. So that employees can accept the
same and do work accordingly.
Bruke Litwin Model: This approach is considered as the most beneficial approach used
by HR of enterprises in a large manner. Through this theory they can understand need of
employees in a particular task and provide them facilities so that they can work in an effective
manner. It shows various drivers of change and measure necessities of them in order to see
which one is essential to adopt in business (Jones and Harris, 2014). This theory includes
important elements like external environment, mission and strategy, leadership etc. In context
with Talent Plus, it can be explained as beneath:-



External environment: It includes factors like political, social, environmental,
business ethics, competitors and more. All are these elements assist Talent P
 Mission and Strategy: Mission of a company articulates the reason for its existence in
marketplace. Through proper understanding this statement, managers of a company can
formulate strategies accordingly. Therefore, the main mission of Talent Plus, “Provide
best candidates in Industries”. For this assistance, its employers have built various
strategies and policies to complete the same.
 Leadership: For completing this mission, it is necessary for managers are required to
adopt various leadership styles like Democratic, Autocratic and more. It will help in
influencing workers towards goals of business and leads them in proper way.
Measures to reduce negative impact:
 Provide information in advance: It is a duty of managers in a company to provide
complete information about changes to employees before applying in organizational
system. They should organize conference meeting and made a discussion to workers
about what type of modification will be done in office with benefits and drawbacks of the
same. It will help in getting positive response of them towards changes.
 Encourage Participants: In order to reduce resistance of employees about changes,
leaders and managers can invite employees in decision making process. Through this,
they can take feedback of workers and know their opinion which helps in creating
changes in a proper manner.
 Make necessary changes only: Employers are needed to determine necessities of
changes before done in premises. They should make a proper research of new trends in
market area, demands of customers and more. After than make a proper analysis of need
of modification, merits and demerits etc. so that changes can be done in proper manner.
 Provide Counseling: In order to turn negative impact into positive one, employers are
needed to hire professional counselors in organizational place. Counselors can give
counseling to workers so that they can understand requirement of changes and adopt in a
positive way.

TASK 3
P4 Different barriers for change and how it influence leadership and decision making in
Talent Plus
Changes are necessary within business structure for completing desires of customers in a
proper way as per their requirement. But it arise various issues in organization which act as
barriers in attainment of objectives and goals of enterprise (Hillson and Murray-Webster, 2017).
As per current scenario, due to increase in number of competitors, this firm needs to do some
modifications in working system like adopt latest technology, recruit employees of diverge
culture and more. So, to make collaboration of all alterations with each other arise various
complexities in system. These situations bring down morale of employees and they start to
switch over from job. Therefore, all these problems interrupt leaders and mangers in taking
decisions on important concept of business. Therefore, in order to resolve such issues which act
as barriers in creating changes, managers of Talent Plus deals in following manner:-
Perception of self efficiency and resistance to change: For increasing growth of company,
it is necessary for employers to create modifications in business structure and organizational
system on continuous basis. But to implement it successfully is a major task for managers of a
company. Changes mostly affect employees in their part of working (Fullan, 2014). Therefore,
sometime they resist for acceptance of alterations. So, managers are required to adopt various
leadership and managerial approaches in order to influence workers to work on new system.
They should include workers in every type of decisions and communicate with them in a proper
way. For this process, they should organize conferences for initiating changes rather than
imposing. In addition to this, distribute roles and responsibilities to each employee as per skills
and capabilities.
Force field analysis: This theory was formulated by Kurt Lewin and based on change
management. It gives five phases for encourage workers in accepting changes. This would help
leaders and managers to take proper decisions in business operations. These phases can be
explained as:-
 Phase 1: It is an initial stage, under which managers are needed to use proper tools and
techniques in order to analyze market situation first. Through this, they can measure the
need of changes as well as in which area of operation modification is necessary. The
main reason behind any change in business is to improve image of company in

marketplace and attract minds of customers so that sales can be increased in a profitable
manner.
 Phase 2: Every change in enterprise includes some type of risk in it. So, this phase has
shown risks involved in initiating a change (Komives, 2016). In addition to this, by
measuring this managers can determine strategies which help in reducing the same.
 Phase 3: In this phase, finally managers identify in which area they need to make
modifications as well as how to create the same.
 Phase 4: Under this stage, superiors can make action plans in a proper way which
includes entire procedure of alteration in a gradual manner.
 Phase 5: This is the final step, in which managers can determine effectiveness of
current strategy as well as can make changes accordingly which will give benefits for
future context.
Situational resistance to change: Under this approach, managers are ensured whether
certain type of task has completed in given interval of time or not. If it hasn’t done in proper
manner than they will make changes in system so that workers can attain objectives of task as
per requirement.
Some more barriers in change:
 Lack of money: For creating any modification as well as introduce new technology in
organization requires a lot of amount. So, lack of capital is taken as biggest barrier in
making alteration. Therefore, managers of Talent Plus are needed to make proper
arrangement of fund so that this type of barrier can be reduced.
 Lack of skills: When new technique is introduced in premises then it requires proper
skills and knowledge in employees to work on that. Therefore, if workers are less skilled
then it will also interrupt in bringing changes properly.
 Absence of proper action plan: Management of Talent Plus are needed to formulate a
proper plan before make changes directly. It includes whole procedure of changes,
activities and more. But, if plan is not properly made then it will also interrupt
modification.

TASK 4
P5 Various leadership approaches to deal with the changes in Talent Plus
Leaders and managers are the big components of a company who play major role in getting
right work from employees and managed them in a proper way (Alavi and Gill, 2017). They
monitor performance of workers on individual level and provide them basic facilities so that can
become to work as per requirement of organization. Due to changes of marketplace, employers
are needed to create modifications in working environment. So, it arise various problems are
within enterprise depend on size and scope of business. Therefore, to deal with these issues,
managers and leaders adopt several approaches of leadership in order to motivate employees to
adopt changes and work accordingly. In context with Talent Plus, its management has seen that
workers can be influences by four main effective ways as given in Hershey Blanchard Model.
According to this model, leadership style is depended on the type of task assigned to workers.
Some leadership style has described below which is mentioned under this model are:-
 Directing: In this style, leaders are needed to describe roles and responsibilities of each
employee in a common task in a proper way (Van der Voet, Kuipers and Groeneveld,
2015). Along with this, make aware to them about objectives and goals of current
business so that they can understand the same and work accordingly.
 Coaching: Using this style of leadership, managers used to make better communication
with all people who are associated with business. It gives two way of communication in
which managers convince employees to adopt change and they provide their contribution
to employers in achieving goals of business in a success manner.
 Supporting: This style of leadership reflects that leaders used to make collaboration
with employees and take their feedback in all changes so that better decision can be
taken for modifications. Thus, it is useful in generating feeling of equality among
workers.
 Delegating: Under this style, leaders use to assign work to all employees as per their
skills and abilities. Along with this, they keep an eye on performances of them in order
to evaluate strengths and weaknesses of them accordingly (Fragouli and Ibidapo, 2015).

Further, they provide necessary training to them so that they can reduce weaknesses and
work in proper manner.
Therefore, all these styles of leadership prove that managers of Talent Plus have response
towards changes of marketplace in an effective manner. These leader’s style help in managing
workers and convince them to adopt changes and work accordingly through they can gain
success of business in a proper way.
Leadership styles: There are various type of leadership styles like autocratic, democratic
and laissez faire etc. Autocratic style of leadership is also known as 'Leader-centered style' in
which leaders are used to imposed employees to follow their rules without taking any suggestion
of them. They take all authorities in a company to get right work of workers by strictly
supervision. Thus, it is helpful in making quick decisions but it arise various type of issues like
conflicts, heavy labor turnover and more. While in democratic style of leadership, leaders are
used to redistribute the power and authorities among all employees as well as taken their
participation in decision-making activities also. This style is effective as includes three most
valuable features like distribution of power, empowering people at workplace, inviting
participation of workers in decision-making procedures. But this style proves ineffective in case
of certain situation in which leaders themselves play an important role in providing direction to
employees. Laiseez-faire leadership is taken as most delegated style in which power has given to
all employees on individual basis to take own decision in completing a task. The best advantage
of this method is empowering team members but if workers are not so skilled and talented than
arise various problems also.
For example: When leaders of a company used to force employees to accept changes and
work accordingly without providing proper information to them then this type of style is known
as autocratic style. While if they make proper discussion with staff members, take their proper
feedback and enroll them in decision making so it will reflect democratic style. In case of laiseez
faire, employees are free to work in own manner as company needs result only.
Thus, from all these type of styles managers and leaders of Talent Plus are needed to adopt
democratic style as it will help in getting positive response of employees towards changes. It will
help in obtaining better outcomes.

CONCLUSION
Under this assignment it has studied that for an organization it is very necessary to create
changes in business environment on regular basis. It would help in running business successfully
as well as better outcomes can be obtained. But for attainment of this, managers are needed to
lead employees in a proper way as they are the most valuable assets for a firm as without
contribution of them a firm cannot attains its objectives. So, this report has summarized all
procedure needs to lead changes within working organization in a required manner.
RECOMMENDATION
From the above assignment, it has been recommended that in order to gain competitive
advantage and gain sustainability in market area, a company like Talent Plus needs to make
continuous change in organizational system. They should adopt new and innovative technologies
in working place which helps in providing best people to other companies by recruitment and
selection procedure. Along with this, they should make a proper discussion with employees,
inform them about changes and its requirement. It will help in getting positive reply of them and
reduce chance of resistance.

REFERENCES
Books and Journals
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Anderson, D. L., 2016. Organization development: The process of leading organizational
change. Sage Publications.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Fragouli, E. and Ibidapo, B., 2015. Leading in crisis: Leading organizational change & business
development. International Journal of Information, Business and Management. 7(3).
p.71.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Gupta, P., 2011. Leading innovation change-The Kotter way. International Journal of Innovation
Science. 3(3). pp.141-150.
Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude.
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social capital through disciplined professional collaboration. Journal of Organizational
Change Management. 27(3). pp.473-485.
Komives, S. R., 2016. Leadership for a better world: Understanding the social change model of
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Lawrence, P., 2015. Leading change–Insights into how leaders actually approach the challenge
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Painter, S. and Clark, C. M., 2015. Leading change: Faculty development through structured
collaboration. International Journal of Doctoral Studies. 10. pp.187-198.
Van der Voet, J., Kuipers, B. and Groeneveld, S., 2015. Held back and pushed forward: leading
change in a complex public sector environment. Journal of Organizational Change
Management. 28(2). pp.290-300.