Leadership for Change: An Analysis of Change Management and Leadership

This report provides a comprehensive analysis of leadership for change, investigating its critical role in managing organizational transformations. It begins with an executive summary outlining the report's objectives, which is to explore the various theoretical concepts underpinning leadership's influence on change management. The report delves into key theories, including Organizational Behaviour Theory, Change Leadership Theory, and the Behavioural Theory of Charismatic Leadership, highlighting their significance in driving successful change initiatives. A thorough literature review examines the positive relationship between leadership and change management, emphasizing the importance of effective leadership in adapting to market dynamics. The report underscores that ineffective leadership can disrupt change management, potentially affecting an organization's competitive advantage and sustainability. The report discusses the synergy of leadership for change, organizational culture, participative leadership, leadership styles, and charismatic leadership and change management. In conclusion, the report emphasizes that effective leadership is essential for any business organization to navigate changes and achieve its goals.

Running head: LEADERSHIP FOR CHANGE
Leadership for Change
Name of the Student:
Name of the University:
Author Note:

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EXECUTIVE SUMMARY
The primary objective of the given report is to undermine the aspects of change management.
In this connection, the topic selected for the presentation of the report is taken as leadership
for change. The report investigates the different theoretical concepts that define the
importance of leadership in the context of change management. Concerning this, the theories
connected to the positive relationship of leadership and change management are identified as
Management of Organisational Behaviour Theory, Change Leadership Theory and
Behavioural Theory of Charismatic Leadership. Following this, the report reviews several of
the past research journal articles that state the relationship that exists between the variables of
leadership and change management. In this connection, the report comes to a valid
conclusion that the leadership and change management has a positive relationship as the
changes in any productive business organisation can be only managed through the help of
effective leadership. The report critically examines that ineffectiveness in the synergy of
leadership will lead to disruption in the change management and therefore, the competitive
advantage, as well as the sustainability of the organisation, would also get affected in return.

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Table of Contents
Introduction................................................................................................................................3
Theoretical Concepts to Change Leadership..............................................................................3
Literature Review.......................................................................................................................5
Leadership and the management of change to sustain...........................................................5
Leadership and Organisational Culture..................................................................................5
Participative Leadership and Change-Oriented Organisation................................................6
Leadership Style and Organisational Change Process...........................................................6
Charismatic Leadership and Change Management................................................................7
Conclusion..................................................................................................................................8
References..................................................................................................................................9

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Introduction
Verhulst and Lambrechts, (2015) are of the viewpoint that, leadership for change also
recognised as change leadership is considered to be the ability that influence as well as
enthuse others. The same is known to be undertaken through the help of personal advocacy as
well as the vision and drive that a leader inherits. Along with this is included the access to the
different resources that the leaders have in consideration of building a significant and robust
platform for the synergy of undertaking the change management. As stated by Madsen
(2019), the aspect of leadership is mainly viewed as the key that helps in the synergy of
bringing the successful amount of change. In this connection, the given report is focused on
undermining the current aspects of change management based on the synergy of leadership
with the help of the empirical analysis of the topic stated as leadership for change (change
leadership).
Theoretical Concepts to Change Leadership
Based on the OB theory of
Management of Organisational Behaviour, as opined by
Charles Jr, Schmidheiny and Watts, (2017), any productive business organisation can develop
the prospects of workplace protocols by managing the entire organisational behaviour by the
help of leadership will help in the increment in the efficiency as well as productivity in a
business organisation. As studies show that the process of leadership is the idea that sets the
ongoing decisions as well as actions that is required to carry up the plans and processes of a
business firm. In light of this, it was examined that the changes that are meant and needed to
be implemented in the desired plans and processes of the business transaction are the
accountability of the leaders. Hereby, the conceptualisation of understanding and managing
the activities of organisational behaviour will help in direct management of the changes in a
business entity.

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In addition to this, as opined by Blanchard (2018), the
Change Leadership Theory
helps in setting up of a clear and precise mission statement that allows the leaders connected
to any productive business organisation to communicate their set of vision in the connection
of setting up the strategic direction towards the changes that are needed in carrying up the
transactions of a business entity. According to the viewpoint of Ansoff et al., (2018), the
leaders who are capable of managing the changes required in a business organisation in an
expertise manner will help the firm achieve the goals and objectives of profit earning and also
maintain a competitive edge for the firm. Concerning to this ideology, it can be stated that the
synergy of leadership is highly vital for the management of the changes that are required in
the financial, departmental, sales and supply chain activities as well as the research and
development process of an organisation.
Moving on to the
Behavioural Theory of Charismatic Leadership, it was examined
according to the viewpoint of Parker (2018), that the term charisma in the context of business
is used to describe the subset of leaders who are known to be capable enough of having a
profound as well as extraordinary effect on the other lower level of employees. The followers
are known to perceive the leaders who are charismatic in nature. This is because the leaders
who possess the quality of a superhuman in managing the changes in an organisation are the
ones who are appreciated and termed to be responsible. They are the ones who influence the
working attributes of the lower-level employees in managing the sudden changes required in
any business organisation. The sudden changes that are to be managed in an organisation may
be related to the risks that the business is associated with. The same can be either in relation
to the technological department or even the supply chain activities. Studies show that there
are sudden changes which are required to be maintained in the organisation because of the
diversified nature of the business market where the changes are unpredictable and adverse. In
this context, the above-mentioned theory states that the leaders need to be capable and

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efficient enough to manage these diversified changes in order to sustain the operational
processes, the profitability as well as the competitive advantage of the business firm. As
opined by Hacklin, Björkdahl and Wallin, (2018), if a productive business organisation fails
in the synergy of maintaining the risk that occurs due to the sudden changes in the business
market, the sustainability of the firm even comes to risk. Therefore, in light of this, the report
tends to state that leadership is a vital part of any business organisation in the concern of
handling the change management of any business organisation.
Literature Review
Leadership and the management of change to sustain
Heifetz and Linsky (2017) are of the viewpoint that any individual working in a
productive business organisation has a profound opportunity to become an effective leader.
Every day in the life of any individual brings diversified opportunities to learn higher values
and solve the unresolved conflicts that take place in their working organisation. Every day is
a new chance for every individual to make a difference in their own working lives as well as
influence others to make a difference in theirs. This synergy is stated to be the active trait that
a leader should incur in the concern of implementing necessary changes that would help in
the growth of the entire organisational firm. It was also stated trying to lead an organisation is
not an easy deal. The same is recognised to involve complicated and challenging activities
and responsibilities. Leaders often have to exceed the authority they have been designated
within the concern of tackling the complex challenges at hand.
Leadership and Organisational Culture
Concerning to the viewpoint of Al-Ali et al., (2017), the synergy of leadership for
change creates a profound influence on the culture prevailing in any business organisation.
The author had focused on the examination of the impact that change leadership causes in the

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public sector business firms located in the region of the United Arab Emirates. In this
connection, the mediating role of the culture of the public organisations was taken into
consideration. The outcome received out of the same was recognised as the aspect of
leadership for change is known to have a direct as well as a positive impact on the changed
plans and processes of the public sector organisation. The author critically stated that
effective leadership ensures that appropriate knowledge concerning the change management
is levied in the public sector organisations to help the other level employees understand the
importance and necessity of managing the changes in the same. As undermined by the studies
that the leaders are the ones who do not create followers, they create more leaders. Thus, the
synergy of effective leadership was recorded to do the same in the public sector organisations
of UAE.
Participative Leadership and Change-Oriented Organisation
As stated by Sagnak, (2016), the aspect of intrinsic motivation plays a mediating role
in the relationship that lies between the participative leadership as well as the organisational
behaviour. It was clearly stated in the article that the leadership behaviours of the superior
level management of the organisation impact the work performance of their sub-ordinates.
The participation of the sub-ordinates in the synergy of change management highly depends
on what they learn from the leaders of the organisation. Thus, the outcomes of the research
based on this article were recognised to be that there lies a positive relationship between the
variables of leadership and change management. Specifically, the better the effectiveness in
the synergy of leadership, the effective the synergy of the change management in a business
organisation.
Leadership Style and Organisational Change Process
Concerning to the viewpoint of Holten and Brenner, (2015), leadership is an
organisational is a factor that helps in contributing to change the behavioural approach of the

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lower-level employees. The reactions of the lower level employees turn positive towards the
aspect of change management when they are positively influenced by the group of leaders of
the concerned organisation they work in. The article is critically focused on analysing the
relationship that lies between antecedents of the change management as well as the explicit
reactions of the leaders towards managing those changes. The author(s) connected to the
concerned article develops both the direct and indirect relationship that exists between the
style of leadership as well as the management of the change that is needed in a working
organisation. In this connection, it was analysed that the leadership traits of higher-level
management are essential for a business organisation to obtain and maintain the synergy of
change management.
Charismatic Leadership and Change Management
Conger (2015), in the concern of leadership for change, stated the aspect that in the
diversified and modern world of management the charismatic leaders are the ones because
they ascribe the mythical quality of being a leader and managing an entire business
organisation. To undermine whether a business leader is charismatic in nature or not, it is
necessary to realise that the charismatic attribution of a leader is based on the perception of
the followers who interprets the behaviour of the leader by learning and following the
footsteps of the same. The way the followers follow the leadership style defines the
effectiveness of the impact the leaders cause on them concerned to the adoption and
management of changes that occur in the business transactions. There are behaviours of
leaders that distinguishes the synergy of charismatic leaders from that of the non-charismatic
ones. The same is recognised the way the leaders are leading the team and other concerned
employees of a particular organisation towards the adaptation and management of the sudden
changes that occur in an organisation. In addition to this, the behaviour that determines
whether a leader is charismatic in nature is recognised to be constellation in nature. The

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author made a concluding statement that the critical mass of behaviours is a mandatory aspect
that should be present in the behavioural approach of the leaders.
Conclusion
Given the research based on leadership for change, with the help of the findings, it
can be seen that no productive business organisation can work without the synergy of
leadership and effective leaders working in the organisation. The leaders are the ones who
manage the uncertain changes that occur in the firm. If these changes would not be managed
effectively and efficiently, the desired plans and processes of the firm will turn out to be a
failure. The diverse changes that occur in the modern and dynamic business market are
unpredictable in nature and thus needs a higher expertise level to be managed and
implemented. In this connection, the report comes to a vital conclusion that the effective the
leadership, the significant the change management.

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References
Al-Ali, A.A., Singh, S.K., Al-Nahyan, M. and Sohal, A.S., 2017. Change management
through leadership: the mediating role of organisational culture. International Journal of
Organizational Analysis, 25(4), pp.723-739.
Ansoff, H.I., Kipley, D., Lewis, A.O., Helm-Stevens, R. and Ansoff, R., 2018. Implanting
strategic management. Springer.
Blanchard, K., 2018. Leading at a higher level: Blanchard on leadership and creating high
performing organisations. FT Press.
Charles Jr, O.H., Schmidheiny, S. and Watts, P., 2017. Walking the talk: The business case
for sustainable development. Routledge.
Conger, J., 2015. Charismatic leadership. Wiley encyclopedia of management, pp.1-2.
Hacklin, F., Björkdahl, J. and Wallin, M.W., 2018. Strategies for business model innovation:
How firms reel in migrating value. Long-range planning, 51(1), pp.82-110.
Heifetz, R. and Linsky, M., 2017. Leadership on the line, with a new preface: Staying alive
through the dangers of change. Harvard Business Press.
Holten, A.L. and Brenner, S.O., 2015. Leadership style and the process of organisational
change. Leadership & Organization Development Journal, 36(1), pp.2-16.
Madsen, S., 2019. The power of project leadership: 7 keys to help you transform from project
manager to the project leader. Kogan Page Publishers.
Parker, S.C., 2018. The economics of entrepreneurship. Cambridge University Press.

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Sagnak, M., 2016. Participative leadership and change-oriented organisational citizenship:
The mediating effect of intrinsic motivation. Eurasian Journal of Educational
Research, 16(62).
Verhulst, E. and Lambrechts, W., 2015. Fostering the incorporation of sustainable
development in higher education. Lessons learned from a change management
perspective. Journal of Cleaner Production, 106, pp.189-204.