Case Study Report: Leadership in Change Management Analysis

This report provides a comprehensive analysis of organizational leadership in change management. It begins with a reflective exploration of pre-subject, mid-subject, and post-projection reflections, highlighting the importance of leadership in guiding employees through changes. The report examines the roles of leaders, including decision-making, communication, and accountability, and discusses common mistakes and barriers in change management. A case study of Australia Post is used to illustrate the practical application of these concepts, emphasizing the crucial role of effective communication. The report concludes with a summary of the key findings, emphasizing the effectiveness of change management and the importance of communication for successful organizational transformation. It references books and authors to support the findings.

GROUP _NAME-CASE STUDY
REPORT WRITING
SUBJECT_NAME:REFLECTIVE

Table of Contents
INTRODUCTION...........................................................................................................................1
1.Reflection on organisational leadership in change management..............................................1
Pre-subject reflection...................................................................................................................1
Mid subject reflection..................................................................................................................2
Post projection reflection.............................................................................................................4
CONCLUSIONS.............................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
A reflection paper is your chance to add one thoughts and analysis to what you have
read and experienced. (Hayes, 2018). In this Report I have analysed the impact of organizational
Leadership in change management. This has helped in having knowledge about the what can be
the positive Leadership which can impact the organizational Leadership. roles of a leader during
the change management and reflection on the role of the communication in an organisation
during change within an organisation.
1.Reflection on organisational leadership in change management
Pre-subject reflection
I can describe that change in leadership means that organization is engage in changing the way in
which they guide employees. It assists employees to accept, commit as well as embraces
changes within the existing business environment of an organisation (Doppelt, 2017).
Importance of change Management
In recent years I can Evaluate that Companies are seeing that change can play a vital role in
understanding as it helps employees to learn and understand the use of new technology
implemented by the organisation (Cameron. and Green,2015). Change is also known as the
formal way of Communication with the Staff members. It tells them why change is beneficial for
them and also how ultimately it benefits to the employees. Keeping employees more open to
change helps to lead the transition more rapidly and also saves the time as well as resources of an
organisation (Bradley, 2016).
Managing organisation Leadership change may be difficult challenge of leadership. As it consist
of interlocking set of process, attitudes, communication practices as well as set goals and values.
I have recognised that Managing Organisation Leadership change is a huge task and this needed
all tools of a company for change the mind of people so that they can be easily utilised within the
process (Cook, 2015) .
Start with the right leadership tools which consider as the most successful strategy that incudes a
vision of an organisation. In addition to this Leadership change also requires the tools such as
control system, measurement change as well as role definitions (Bradley, 2016).
 When it comes to change in an organisation Leadership i observed that there are some
common mistakes that could happen in an organisation such as overusing the power tools
and under using the leadership tools.
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 Important Barrier Managers Faces when there is change an organisation Leadership.
 Cognitive barrier is the first one where people must have knowledge about the cultural
change or strategy at a given specified time (Hornstein, 2015).
 Limited Resources- Change in an organisation needs shifting of resources away from
certain areas and then shift towards the rest position.
 Motivation-It is an important Hurdle of change here most of the managers manage the
employees to work towards the change as they have faced the criticisms through the
employees are unaware about the new Technologies and about the new
software ,sometimes it leads to the retention rate So this is the most challenging hurdle
which is faced by the organisation as employees work hard to make the essential changes
(Donnelly. and Kirk, 2015).
Mid subject reflection
I have analysed that it is very important for organization to implement leadership changes.
So that they can see more positive outlooks. It was very useful that I have learnt about so many
alterations that can bring changes in working of organization.
I have also seen that this type of changes in leadership generally occurs in the top management
of an organisation it is defined as one of the worst hurdles that is faces by managers of an
organisation. Usually this kind of policies within an organisation can terribly hinder the process
of cultural change (Hornstein, 2015).
So from the above I came to know that to do successfully change in the organisation
Leaderships there is appropriate research about the nature of an organisation as well as people
working there. Thus, I need to be very consistent as well as motivated with the existing practices
as the values the needs of an organization to make the whole process smooth and successful
(Morin. and et.al., 2016).
 As i came to know that Successor in an organisation fully depends on the
leaders ,managers as well as bosses of an organisation. They have direct authority with
the people that are going through that change (Keane. and et.al.,Microsoft Technology
Licensing LLC, 2018). Effective leaders knows very well that their support is vital to
success of an organisation. Mention below are some roles that are play by the leaders.
 To make Decisions
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 Leaders and Managers of an organisation are the people responsible for the decision
making process. As Manager are the people that are able to control resources such as
budgets, people and also they have authority to make the wisely decisions (Morin. and
et.al., 2016). They can take decisions that can affect initiative. They are the responsibility
holder person of saying yes or no to the project that are moving span within their control.
When the change is implemented leaders leverage their decision making authority as well
as choose the initiative that can support them. Leaders set the priorities and are more
decisive towards the change (Keane. and et.al.,Microsoft Technology Licensing LLC,
2018).
 Communication
 Leaders are the voice as well as change of an organisation. They keep the people updated,
motivated share information through communication. I got to realise that when some
changes are implemented to an organisation employees are the people who hear multiple
messages and get demotivated but the leaders encouraged them by providing the
appropriate in formation and believes them for the learning of change. Leaders are
Consistent and Transparent (Cameron. and Green,2015).
 Transparent and Accountable
During the Organisation change implemented then leaders are the person who should be
more accountable that what is working and what isn't. In my opinion a truly accountable means a
person who is able to see behind the things more accurately that is what is going on. Thus being
an accountable leader represent that fosters a commitment and desire to fix all the problem so
that becomes hurdles during the change and also yields the best outcomes (Bradley, 2016).
Accountable leaders look all the positive aspects of a firm.
Role Model
 Leaders are the role models of an organisation. Everyone in the organisation wants to
follow the attitudes and behaviours of the Leaders. Staff members of the firm watches for
the consistency between actions and words to see that if change should that will be
necessary for the employees themselves and organisation. As changes also leads the
development of employees such as they can learn new software and technologies which
will benefit them in future reference in their career (Cameron. and Green,2015).
 Advocate
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Leaders are the sponsors for the change within the organization. They are the representatives
who keep the change in fronts of peers or the high level people. As an advocate leaders can't die
the change initiative from the lack of attention and also wiling to utilise their political capital to
make the changes occur simultaneous (Morin. and et.al., 2016). I think leaders are the champions
of an organization.
Post projection reflection
I found from our case study analysis of Australia Post is that the image of change manager
is very important but the communication they use about the change and their real face can be
different. The new CEO came into Australia Post as a change manager to bring the lost trust back
and showed navigator image at the beginning but showed her director image while implementing
and changing the executive management positions.
For the implementation of Organization change communication plays the key role as it
is one of the most complex area. It includes an exchange of views, ideas and felling with the
people whom we are working. If we see it is considered as the toughest issue which an
organisation have to faced during the whole process. Effective communication must involves the
given component (Hornstein, 2015).
It was very important for me to realise how important is to communicate the importance
of change in leadership to all members working in team. Communication helps the employees to
see the clear vision and mission of the firm and also the objectives needed for the change
management. It assists the people to understand how these changes effect the people personally.
With the help of the communication leaders easily motivate the employees of their
organisation. For example if some new software implemented in the organisation and it is very
complex employees are unable to understand this so through the communication process leaders
motivate them to learn the new software (Morin. and et.al., 2016).
Communication provide opportunities for the employees that are working at the same place as
they make their network with each other both formally and informally to share the views, ideas
about the change as well as change management.
In my point of view change within an Organisation needs change leaders need to spend more
time with the small groups of the people whom they are expected to discuss the necessary
changes within an organisation (Morin. and et.al., 2016).
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Communication gives the reasons for the changes for example people can able to understand the
context, need and purpose.
I have also analysed that Leaders only provide answers when it is necessary as leaders lost their
credibility if they are giving the answers of every question of the employees (Cook, 2015). It is a
much better ideas to say don't know or try to find out. They are the persons who need to listen .
Avoid excuse making, defensiveness as well as answers that are rapidly given.
Communication helps to minimize the confusion among the various employees ,leaders and
managers of an organisation during the change introduce .As sometimes confusion occurs as
leads to the conflicts which also not good for the organisation (Morin. and et.al., 2016)..
According to my view person receiving the message must ask questions for clarity as well as
trust the sender of the sageness (Morin. and et.al., 2016).
I have also learned that The delivery method which is chosen must be suit the situation and also
needs of both sender and individuals regarding to the change management.
I have also realised how banks and other corporates in Australia talk big about servicing
people rather than focusing on sales but actually, from my personal experience, I have found that
the talk is just a talk and doing is a lot different than what they talk. Overall, I have learned that
change management is very challenging but at the same time, also rewarding if managed and
executed properly.
CONCLUSIONS
From the above report it had been concluded that Change Management is effective for an
organisation. It helps to increase the productivity of the business. It can increase the effectiveness
of a business. Organisation Change may be complex as well as some barriers to overcome. That's
the reason change management needs the effective managers. Furthermore, it concluded about
the role of communication in change management such as due to effective communication. It had
been easy for the leaders to communicate the employees regarding to the change with an
organisation.
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REFERENCES
Books and Author
Bradley, G., 2016. Benefit Realisation Management: A practical guide to achieving benefits
through change. Routledge.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Cook, N.D., 2015. Crisis management strategy: Competition and change in modern enterprises.
Routledge.
Donnelly, P. and Kirk, P., 2015. Use the PDSA model for effective change
management. Education for Primary Care.26(4).pp.279-281.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management.33(2).pp.291-298.
Keane, T. and et.al.,Microsoft Technology Licensing LLC, 2018. Visualizers for change
management system. U.S. Patent Application 10/002,336.
Morin, A.J.and et.al., 2016. Longitudinal associations between employees’ beliefs about the
quality of the change management process, affective commitment to change and psychological
empowerment. Human Relations.69(3). pp.839-867.
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