Analyzing Leadership's Impact on Organizational Change Management

This concept paper examines the critical role of leadership in organizational change management. It highlights the importance of specific leadership styles and skills in driving successful transformations, particularly in identifying and mitigating factors that hinder the change process. The paper emphasizes the need for leaders to possess skills such as self-motivation, empathy, emotional maturity, and the ability to build positive relationships. It further outlines five key areas of competence for leaders: making structural changes, engaging employees, creating a case for transformation, developing and facilitating capability, and sustaining and implementing changes. The paper concludes that effective leadership is essential for organizations to adapt to change, maintain employee engagement, and achieve sustainable growth and development.

Running head: ORGANIZATION CHANGE MANAGEMENT AND LEADERSHIP
Organization Change Management and Leadership
Name of the Student
Name of the University
Author note

1ORGANIZATION CHANGE MANAGEMENT AND LEADERSHIP
Executive summary
The purpose of this concept paper is to highlight the fact that what types of leadership in the
business organizations are required to identify the aspects that may harm the process of
organizational transformation. The concept paper also sheds light on the factors that how these
types of leaders can remove the factors that might harm the change management.

2ORGANIZATION CHANGE MANAGEMENT AND LEADERSHIP
Table of Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................3
Required leadership skills............................................................................................................4
Areas of competence....................................................................................................................4
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

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Introduction
The effect of leadership in change management and specifically which types of leaders
can identify the factors that are hindering the organizational change management has become a
topic of interest nowadays. In today’s world, the managements of the business organizations
believe that leadership is a tool that has great potential to initiate an organizational
transformation for the best interest of the business concern (Bolman & Deal, 2017). The purpose
of this concept paper is to highlight specifically which type of leaders can be effective for the
change management process of any business organization.
Discussion
Leadership can be stated as a way of generating change and the changes are not imposed
by the leaders, rather it is a sharing process with same values and purpose. In any business
concerns, the leaders have to be the promoters of the changes. It can be said that the leaders
possess the power to motivate and influence the other employees of an organization to achieve
personal and organizational goals. It can be said that while it comes to organizational change
management the leaders take an integral part in that and thus it can be said that the organizational
change management immensely depends on the type of leadership (Cameron & Green, 2015). It
can be said that leadership is a process of persuasion where the leaders induce the workforce or
some specified employees to work on the objectives set by the leader and the management of the
organization. Thus it can be said that the style of leadership will determine the way in which the
organizational change will be performed. It can surely be said that the leadership engages the
influence of employees to bring in the necessary changes in the organization to sustain the
growth and development of the company (Pugh, 2016). It is seen that the instantaneous

4ORGANIZATION CHANGE MANAGEMENT AND LEADERSHIP
resistance against the organizational change can be spawned by the instinct of the general
employees and there might be some rejection or aggressiveness towards the overall change. The
leadership experts have opined that to successfully implement change management in a business
organization, the management will require developed skills in leadership (Van der Voet, 2014).
This is because, it is not easy to lead the workforce through an organizational change as the
process might be hampered with various types of resistance, and those resistances may occur
from employees of the organization or from any other outer sources.
Required leadership skills
The instant resistance to the organizational transformation can hinder the process of the
overall change management and specifically in these cases the management needs leaders with
strong will power and with strong leadership skills. It can be said that, the initiating point to
decrease the resistance against the change management is a type of depersonalization of the issue
(Goleman, 2017). In this regard, it is worthwhile to mention that depersonalization of the issues
can potentially reduce the emotional reactivity to the situation, that encourages the overall
transformation of the organizational structure. The most important issue in this regard is that
particularly which skills or which type of leadership can enhance the change process or can
identify and remove the factors that are hindering the overall change process (Holten & Brenner,
2015). It can be said that the leaders will need skills like self motivation, ability to show
empathy, emotional maturity and ability to sustain and develop positive relationship in the
business organization to successfully lead the employees through the change process (Pugh,
2016).

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Areas of competence
Recent studies have showed relation between various styles of leaderships and
transformation of the organizational structure. The results of this linkage showed five basic area
of competence of leadership regarding successfully implementing the organizational
transformation. These areas of competence are mentioned below:
Ability to make structural change:
The leaders should incessantly work on the employees’ understanding regarding the
essence of explicit change phenomena and giving the necessary support by reliable processes and
tools (Cameron & Green, 2015).
Engaging other employees:
The leaders should be able to motivate and engage the entire workforce in the process of
the organizational change and also to make them loyal and committed towards the organization
to sustain the process of change management.
Ability to create the case for transformation:
The leaders should be able to create awareness among the workforce regarding the
imminence of change and also the leaders should be able to demonstrate the necessity of the
change management to the employees (Van der Voet, 2014).
Developing and facilitating capability:
The business leaders should be able to help the employees to find their motivation to go
along with the process of organizational change (Cameron & Green, 2015).

6ORGANIZATION CHANGE MANAGEMENT AND LEADERSHIP
Sustaining and implementing changes:
The leaders should be able to elaborate the strategies of the change process and should be
able to develop action plans as required. Apart from that the leaders should supervise the
progress of the change process (Van der Voet, 2014).
It can be said that a leader will be only effective in the change process if he or she can
successfully adapt to the changing process of the business organization. The leaders need to
understand and feel the requirements of the employees to make them secure, committed and
loyal towards the organization for the best interests of the concern. Thus it can be said that the
business leaders who have ability to show empathy, self motivation, emotional maturity and
ability to maintain and develop positive relationship in the business organization to successfully
lead the employees through the change process of the organizations can easily identify the issues
that might hamper the transformational process. It can be said that in the change process the
employees may get insecure and that may harm their motivation to work, the change process
might not benefit all and that is not possible, and that can bring in a disruption among the
workforce. These are the issues that can be solved by the proactive participation of the business
leaders (Cameron & Green, 2015).
Conclusion
Thus to conclude, it can be said that change management is one of the most important
factors of the business organizations to sustain the growth and development. Thus the
managements of the business organizations should focus on building necessary leadership skills
or hiring business professionals who already have these required skills. It can be said that to
implement change management in any type of business organization, the management will have

7ORGANIZATION CHANGE MANAGEMENT AND LEADERSHIP
to secure that there are leaders who can lead the general workforce through the process of
transformation and then only the organization will metamorphose to experience increased
profitability and productivity. Thus the importance of leadership regarding the change
management process of any business organization cannot be denied and it is nowadays generally
accepted that leadership is one of the integral parts of the process of organizational
transformation.

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References
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Goleman, D. (2017). Leadership That Gets Results (Harvard Business Review Classics). Harvard
Business Press.
Holten, A. L., & Brenner, S. O. (2015). Leadership style and the process of organizational
change. Leadership & Organization Development Journal, 36(1), 2-16.
Hughes, M. (2015). The decline of change management and the rise of change leadership.
Pugh, L. (2016). Change management in information services. Routledge.
Van der Voet, J. (2014). The effectiveness and specificity of change management in a public
organization: Transformational leadership and a bureaucratic organizational
structure. European Management Journal, 32(3), 373-382.