Leadership in Change Management: A Comprehensive Report

This report provides a comprehensive analysis of change management and the crucial role of leadership in navigating organizational transitions. It begins by defining change management and leadership, emphasizing their importance in adapting to structural and financial changes within companies. The report explores the application of Lewin's Three-Step Change Management Model (Unfreeze, Change, Refreeze) and its effectiveness in managing resistance to change. Case studies, including examples from Apple Inc. and Woolworths, illustrate the impact of different leadership styles and the importance of employee engagement. The report highlights the significance of transformational leadership and effective communication in fostering a positive change environment. Recommendations include clarifying vision, effective communication, and resource management to ensure smooth change implementation. The report concludes with insights into overcoming resistance and achieving successful organizational change.

Running head: CHANGE MANAGEMENT
Change Management
Name of the Student
Name of the University
Author note

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Executive Summary
The report has helped in identifying and analysing the importance of the leadership and role
of leaders in managing the changes in the companies. With the instances of different
companies, the comparison and contrast of the change management approaches and the
suitable leadership style has been identified which will be effective in dealing with the
changes. In the complex business scenario, there are changes and it is the major reason due to
which there is high level of resistance to change among employees. With the help of Kurt
Lewin’s Change Management Model, the situation can be kept under control which will be
efficient in generating the support to employees which will be reducing the scenario’s depth
and the companies can gain effectiveness. The proper recommendations have been provided
which proves to be suitable for the companies in operating in complex business environment.

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Table of Contents
Introduction................................................................................................................................4
Overview of Change Management Process and Leadership......................................................4
Application of Lewin’s Three Step Change Management Model.............................................6
Role of Leaders in Managing Change in Companies.................................................................7
Recommendations and Conclusion............................................................................................8
References..................................................................................................................................9

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Topic- Leadership for Change
Introduction
In the current scenario of complex business environment, the change is considered to
be one of the major challenges which is impacting the effectiveness of the companies. The
key to evolution of the different companies is to analyse how well the companies are capable
of adapting to the different changes which can be structural or financial in nature. In such
scenario, the leadership plays a vital role in the different kinds of transitions and it is
considered to be the most influential aspect in managing such kind of changes and it can be
implemented in a successful manner. As commented by Al-Haddad and Kotnour (2015,
p.262), the change management is considered to be process, techniques or tools which helps
in managing changes in an appropriate manner for achieving the required business outcome.
Considering the actual fact that the organizational change as well as leadership are widely
defined which needs to be incorporated in the companies for generating positive outcomes
and improve the scenario of the business effectively. The aim and purpose of the research
report is to identify the importance of effective leadership in managing change in the
company efficiently.
Overview of Change Management Process and Leadership
As commented by Cameron and Green (2019, p.1), change management is defined as
the discipline which assists in guiding how to prepare, equip as well as support the companies
and individuals working in the company to cope and adapt to the different changes
successfully. It will be driving towards the organizational outcomes and success. While all
the different changes are unique and the different individuals are unique in nature, in such
kind of condition, the higher officials of the company need to influence the people in their
own individual transitions. The process helps in providing structured type of approach which
helps them in supporting individuals in the company for moving from the current state to the
future endeavours. Moreover, as opined by Chaudhry (2018, p.90), the leadership is the most
significant aspect as the leader with approaches, vision and authority will be suitable for
managing the process of change successfully.

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As commented by Fernandez and Rainey (2017, p.554), the organizational change is
defined as process of continually renewing the direction, capabilities as well as structure of
the company for serving ever-changing needs of the internal as well as external customers.
Change is considered to be the most challenging aspects which takes place in the companies
and dealing with the same is critical as it is related to the success of the company. According
to Holten and Brenner (2015, p.16), the strategy and operations which are considered to be
the management levers need to be altered and aligned as per the demands of market place and
it is essential to critically identify requirement of needed change within the company. When a
certain type of change is identified to be pivotal role in the organization’s growth, it is
significant to be considered by the leaders such as CEOs or the other higher officials that how
the different people in the company will be reacting to the change in a thorough manner. As
commented by Rosenbaum, More and Steane (2018, p.803), resistance to change is the most
important context which needs to be kept a proper check on by the officials of the company
as the employees may feel that they are not being valued in the company and their morale can
get affected.
For instance- Steve Jobs, the previous CEO of the Apple Inc was autocratic leader
wherein he tried to surround himself with the people who are like minded and he was
incredibly demanding towards his people. Steve Jobs tried to take the different decisions
regarding the organizational growth himself without consulting with his subordinates. Due to
the same, it affected the growth of the company as there was resistance to change among
employees due to which employees left the job of Apple Inc and joined other companies
(Apple.com 2019). In Apple Inc., there were different kinds of changes regarding the
organizational structure modification or the technological innovation which was done by
CEO himself and it was informed to the different employees in the company after the
implementation of the process.
From the respective instance of Apple Inc, it is found that the leadership approach of
Steve Jobs in managing change process was not up to the mark as it led to resistance to
change among employees and impacted the process negatively. As commented by Schmidt,
Groeneveld and Van de Walle (2017, p.1555), there are different reasons for resistance to
change among employees which includes job insecurity or the fear of losing power of the
employees working in the company. There are different existing theories that resistance is
good and it is related to the individual identity as well as organizational values. It is important
to overcome resistance for implementing the change successfully. For instance- At

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Woolworths, the CEO has implemented the technological change in the company which is
the self-check out system for the customers of the company that informed the employees
regarding the process of change in the company. In the respective case, the employees were
being asked to showcase their opinions regarding the different options which are available
with them for addressing the scenario and innovation which is needed to be implemented
(Woolworths.com.au 2019).
Application of Lewin’s Three Step Change Management Model
From the respective example of Woolworths, the main aspect which has been
analyzed is that the companies need to follow the change management processes and models
such as Lewin’s 3 step change model which includes Unfreeze, Change and Refreeze.
Lewin’s is considered to be the mother of all change models as the main point in the aspect is
to have the companies prepare initially for easing the change process as to overcome the
resistance to change successfully. As opined by Sparr (2018, p.180), in order to overcome
resistance to change in the companies, the organizations need to prepare the employees
initially regarding the change process for easing the change as to overcome resistance. As in
the present scenario, the companies are constantly changing as per the different demands of
the market place and there are different changes which are being made as per the demands of
the individuals such as the employees, customers and other stakeholders, in such scenario, the
Lewin’s Change Model can be incorporated which will be working as follows:
Unfreeze- It is the first and foremost step which can be incorporated by the leaders or
CEOs of the company which means ready to change. When the company is moving towards a
new direction, however, the processes and people may be strayed off course. In such
scenario, the company needs to organize a short meeting with the team mates which will be
informing them regarding the necessity of the change and useful for the innovation. It will be
effective in making the different employees understand the importance of the same
(Steigenberger 2015, p.451).
Change- It is the second step in the Lewin’s Change Management Model wherein the
implementation needs to be done as per the convenience of the different employees and
employers working in the company. Once the different team members have opened up their
mouth regarding their viewpoints on the process of change in the company, it can be treated
as the dynamic process and it will be involving the transition method. As to gain efficiency,
people will be taking up new tasks as well as responsibilities that entails the learning curve

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which will be effective for maintaining their growth prospects successfully (Steigenberger
2015, p.450).
Refreezing- After the implementation process, the refreezing stage is included which
is sticking to the new change which is implemented in the company. The change in the
company can be reaching the full extent when the change is permanent and once the changes
in the company is implemented, it will be suitable for improving their performance and stand
out in the crowd in the market successfully (Steigenberger 2015, p.449).
In the respective process of Lewin’s Change Management Model, the
transformational leadership includes inspiring the different individuals in the process with
charisma and charm, challenging the entire team in solving the different problems rather than
doing it ourselves and development of personal relationship with one another. The
combination of the major three attributes can be playing a vital role in overcoming the
resistance successfully.
Role of Leaders in Managing Change in Companies
As commented by Thakhathi, le Roux and Davis (2019, p.20), the effective leadership
will be trying always in overcoming the resistance and it helps in successfully implementing
the change appropriately and it does not require the top-down approach. For the change to be
accepted, as defined by Uhl and Gollenia (2016, p.22), the motivation of the employees is the
first and foremost criteria which needs to be guiding collation or the team which is managed
by transformational leaders. As commented by Thakhathi, le Roux and Davis (2019, p.20),
the leaders of the change must be willing to go first as they will be the ones who are suitable
in demonstrating the behaviour and attitudes which are expected from the other individuals
who are the subordinates in the company. In such scenario, the communication plays a vital
role wherein the leaders are considered to be the voice or face of change and they try to
communicate often for sharing the different information and keeping the people (employees)
updated and offering the encouragement.
As stated by Van der Voet, Kuipers and Groeneveld (2016, p.865), the leaders are
considered to be the primary decision makers and, in such scenario, while planning for the
change process, the different resources are required to be organized for achieving the desired
end. As to ensure the smooth and efficient progress in the company, the leaders need to
ensure that the different and required resources are in place and there can be introduction of

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training and development aspects in the change management process. Fear is bound to remain
and rumours are bound to be floating before the change is being incorporated in the process.
The clarity is the primary aspect which needs to be incorporated by the companies which will
be leading to the driving the change successfully. In case of Apple Inc, there can be
introduction of Lewin’s Change Management Model that will be suitable for managing the
change or innovation in the company successfully (Van Rossum et al. 2016, p.493).
Recommendations and Conclusion
Therefore, after the analysis of the change management process and the role of leaders
in the process of managing change, there are different recommendations that can be
incorporated in the same which will be efficient in delivering successful outcomes in the
future that are as follows:
There should be clarifying vision and communicate it effectively is the first approach
wherein the role of leadership in change management requires that assist people buy in vision
for the company. The respective kind of communication needs to occur in a consistent
manner for managing the serious change programs. The message which will be provided by
the superiors needs to be clear and effective which can be helpful for making the employees
understand the requirement of change.
Staying connected with the employees is the second approach which can be
incorporated by the companies for generating awareness regarding the impact and influence
of the change in the company. There can be technological innovation which needs to be
incorporated by the companies, however, the same should be known by the employees as
they are part of the company. The social media platform can be used by CEOs for informing
the employees regarding the changes which will be implemented as it will be beneficial in
improving the effectiveness of the services which are generated by the leaders to the
employees and improve the morale in gaining competitive advantage in the market in a
suitable manner.
Transformational leadership is one of the facilitative approaches in facilitating the
change process in the company as it helps in contributing towards the improvement in
companies and generating the institutional effectiveness as well as culture. As defined by Van
Rossum et al. (2016, p.475), the companies need to introduce such leaders who will be
having the capability in understanding the viewpoints of subordinates as it will be the most

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specific step in introducing change and make the companies a better place for working. The
facilitative for change is needed which will be suitable for making the subordinates feel that
they are valued and their values are taken care off.

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References
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Steigenberger, N., 2015. Emotions in sensemaking: a change management
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Thakhathi, A., le Roux, C. and Davis, A., 2019. Sustainability Leaders’ Influencing
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