Effective Leadership in Organisational Change: A Presentation

Desklib provides past papers and solved assignments for students. This presentation explores leadership approaches for managing organizational change.

Task 3: Leading Change

Table of Contents
• Slide 3: Introduction
• Slide 4: P5: Apply different leadership approaches to
dealing with change in a range of organisational
contexts
• Slide 6: M4: Evaluate the extent to which leadership
approaches can deliver organisational change
effectively applying appropriate models and
frameworks.
• Slide 7: Conclusion
• Slide 8: References

Introduction
• In this presentation, a detailed discussion will
be made in terms of changes can be managed,
how leadership decisions can be make for
leading and managing change followed by
evaluating the ways with which changes can
be led within an organisation.

P5: Apply different leadership approaches to
dealing with change in a range of
organisational contexts
• In the current scenario of rapid changing
environment, organisational changes are
constant in nature and leading changes is one
of the biggest burdens. It is through effectual
leadership, that the changes taking place
within an organisation can be dealt in an
effective manner.

• Transformational leadership style - the transformational
leadership style can be referred to as the approach of
leadership, which causes changes within followers
through the creation of a vision for guiding the change
through the means of inspiration followed by the
execution of the change with the followers.
• John Kotter’s 8 steps - The John Kotter’s 8 steps refers to
the model of change, which states eight steps that
leaders in an organisational context must be taking in
order to manage and lead change.
• Kurt Lewin’s model of change - This is yet another
effectual approach of leadership that can be applied in
the context of an organisation for leading change

M4: Evaluate the extent to which leadership
approaches can deliver organisational
change effectively applying appropriate
models and frameworks.
• Transformational leadership style: This approach causes
modifications within the followers or the workforce by the
creation of a vision for providing guidance through the process of
change, following the means of inspiration, which is
corresponded by the execution of the change with the followers.
• John Kotter’s 8 steps: This approach is extremely effective for
guiding the workforce through the process of change
management.
• Kurt Lewin’s model of change: This is provides a high-level
approach towards modification by defining it in a process that
includes three steps, which are unfreeze, change and freeze.

Conclusion
• Hence, through the evaluation and analysis of all
the discussions made in this study, it can be
concluded that the leading and management of
changes in the context of an organisation is a vital
factor to be considered in every organisation.
• It helped in understanding several concepts and
theories related to change management and both
internal and external drivers affecting change.

References
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leadership: A test for redundancy. The Leadership Quarterly, 27(4), pp.634-652.
• Bloodworth, M., 2018. Applications of action learning, a practical guide/Empowering change through facilitation–become a
facilitator. Help others to help themselves.
• By, R.T., Hughes, M. and Ford, J., 2016. Change leadership: Oxymoron and myths.
• Ceulemans, K., Lozano, R. and Alonso-Almeida, M.D.M., 2015. Sustainability reporting in higher education: Interconnecting
the reporting process and organisational change management for sustainability. Sustainability, 7(7), pp.8881-8903.
• Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for
change management. human relations, 69(1), pp.33-60.
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