Report on Lead Personal and Strategic Transformation (Cire Services)

This report analyzes a student's assignment focused on lead personal and strategic transformation within the context of Cire Services, a Melbourne-based RTO. The assignment addresses the critical issue of staff shortage and high employee turnover, which impacts productivity and necessitates increased wages. To combat this, the organization implements a professional development strategy, although it is recognized as complex and costly. The report highlights the importance of people-oriented leadership to successfully implement this strategy, emphasizing equity, camaraderie, motivation, and encouragement to retain staff. The report discusses required actions to cope with change, including hiring additional staff, understanding required skills and knowledge, and securing financial and material resources. It emphasizes the need for research, advertisement, and the maintenance of competitive advantages. A timeline of 6-8 months for training and up to 1 year for full impact is suggested. The leader's role in supporting the team through training attendance, incentives, and open communication is also discussed. References from the assignment are included.

LEAD PERSONAL AND
STRATEGIC TRANSFORMATION

Introduction:
■ Cire Services is an RTO situated in
Melbourne.
■ It provides learning opportunities and
training and education to people with
socio-economic disadvantage (Al-
Haddad & Kotnour, 2015).
■ The training service is committed to
provide training and opportunities to
people of all age groups.

Impact of Change:
■ Cire Training Services is facing
the issue of Staff shortage.
■ Employee Turnover rate is
increasing.
■ This issue has heightened the
pressure of achieving increased
productivity.
■ This high pressure is making
trainers demand high wages.

Impact of Change:
■ To resolve this issue the organization
decided to impose the strategy of
Professional Development.
■ This strategy would help in retaining
staff members.
■ However, this strategy is an
expensive and complex activity.
■ Staffs will receive training for their
development in the professional field.
■ It would require back filling of
classrooms since staffs would require
to attend the training.

Reason and Ways for Impact:
■ Employability skills will be developed in
the change that will be brought in the
organization.
■ Staffs will receive a hike in their
payment to compensate with the fact
that the teachers in TAFE and larger
RTOs are getting more paid.
■ Staff members will have to attend a
scheduled training every week.
■ Training will help them in their

A Positive Message:
■ The learner’s expectations and their
perceptions will be monitored.
■ The Business of the Training Service
will develop.
■ This will bring more potential clients
and it will help in the financial strength
of this RTO.
■ Business procedures and systems will
be run more efficiently.

Preparation of the Organization:
■ The organization is hiring trainers
who could provide training to the
staff members.
■ People oriented leadership style is
being preferred.
■ Funds and material resources for
training provision are being
collected.

Required Leadership Style:
■The issue of staff shortage would be
resolved with a proper leadership style
(Cameron & Green, 2019).
■The strategy of Professional Development
would be aptly implemented through
People- Oriented Leadership style (Döös,
Johansson & Wilhelmson, 2015).
■People- oriented leaders focus on
development of the team members more.

Required Leadership Style:
■ People- Oriented leaders ensure that
their every member of their team is
treated with equity.
■ This kind of leadership style would also
enhance a sense of camaraderie within
workers (Hornstein, 2015).
■ Through motivation and encouragement,
these leaders would be successfully able
to retain workers from quitting.

Actions Required to Cope up With
Change:
■ Extra members are needed who would
fill classes when the others would
attend meeting.
■ Organization requires to have a
deeper understanding of the
knowledge and skills which will aid in
providing best ways to deliver
program.
■ The organization also needs to have a
proper relation with HESG or Higher
Education and Skills Group.
■ Organization also needs Financial
support in order to execute the
implementation of this strategy.

Overview of Team’s Difficulties:
■ The challenge of staff shortage
has been faced by both the
organization and the team
members.
■ The organization was losing its
productivity and the team
members were receiving more
pressure.
■ The achievement of the business
objectives fell as a burden on

Overview of New Skills and
Capabilities:
■ The organization needs to
conduct a research on appraisal
and their competitors.
■ The organization should also be
capable to determine the size of
their potential threats in the
markets and their new products
(Donate & de Pablo, 2015).
■ Cire Training Services needs a
proper method of advertisement
in order to expand.
■ Their expansion will bring more
employees as well as more
clients.

Ways to Acquire Skills:
■ The new skills can be acquired
through deeper understanding of
the market, competitors and
potential threats.
■ The community based RTO has
the competitive advantage of
flexible classes which is why
Students are attracted (Edward &
Mbohwa, 2013).
■ The organization needs to hold

Required Timeline:
■ The training for professional
development is a complex activity.
■ It is also expensive to be
conducted on the employees.
■ It would take an optimum of 6
months to eight months for the
training to be complete.
■ It would take around 1 year for the
development to fully impose its
affects.

Material Resources:
■ Professional development
requires funds to be executed.
■ The organization requires to
have financial support.
■ A training room is required for
training process to be executed.
■ Projectors and laptops are other
material resources that are
needed.

Organization’s Capabilities
Required:
■ Organization needs a training room
where this development can take
place.
■ Trainers are needed to be hired so
that the workers are given training
on their professional development.
■ Stakeholders’ support is also of
utmost importance for this
development to be successfully

Supporting the Team:
■ As a leader, I would also attend the
training sessions with the
employees.
■ I would work towards their provision
of incentives in monetary form.
■ Every member would be motivated
through activities and rewards.

Supporting the Team:
■ Every employee would be heard
in the decision making process.
■ They will have the option of
providing feedbacks on the
training or any other facet of the
organization both anonymously
or in front of everyone.
■ Every feedback will be heeded
and discussed upon.

References:
■ Cameron, E., & Green, M. (2019). Making sense of change management: A complete
guide to the models, tools and techniques of organizational change. Kogan Page
Publishers.
■ Hornstein, H. A. (2015). The integration of project management and organizational
change management is now a necessity. International Journal of Project
Management, 33(2), 291-298. https://doi.org/10.1016/j.ijproman.2014.08.005
■ Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: a
model for successful change. Journal of organizational change management.
■ Donate, M. J., & de Pablo, J. D. S. (2015). The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business
Research, 68(2), 360-370. https://doi.org/10.1016/j.jbusres.2014.06.022
■ Edward, L. N., & Mbohwa, C. (2013). The Role of leadership in business process
reengineering:“Leaders, do you want to change?”.
■ Döös, M., Johansson, P., & Wilhelmson, L. (2015). Beyond being present: Learning-
oriented leadership in the daily work of middle managers. Journal of Workplace
Learning. https://doi.org/10.1108/JWL-10-2014-0077