Leadership and Change - MOD004062 - Captify Expansion Report

This report provides an analysis of leadership and change management within the context of a company's expansion, specifically focusing on Captify. The report begins with an introduction to leadership and its influence on organizational dynamics. It then delves into stakeholder analysis, categorizing stakeholders based on their power and interest levels and assessing their impact on proposed changes. The report further explores the evolution of leadership approaches, emphasizing situational leadership and its relevance to organizational growth. It highlights the influence of leadership on organizational culture, examining how leadership styles shape the work environment. Finally, the report outlines effective communication strategies for managing organizational changes, including content effectiveness, active listening, and empathy. The conclusion summarizes the key findings, emphasizing the importance of stakeholder analysis, adaptive leadership approaches, and strategic communication in facilitating successful organizational change. References from various sources support the analysis.

Leadership Management

 INTRODUCTION
 Stakeholders and their influence within organisation
 Changing Leadership Approaches
 Influence of leadership on organisational culture
 Communication strategies
 CONCLUSION
 REFERENCES

Table of content

Leadership can be defined as a process through which
individual can influence thoughts and actions of those who
are working for them. In organisational context this
involves influencing employees of the organisation. This
report will discuss about stakeholders, leadership and its
approaches and communication strategies that organisation
can use for delivery of proposed expansion in Captify.
INTRODUCTION

This is an important factor affecting organisation and to
analyse the influence of stakeholders in Captify which
is related with power and interest of stakeholders.
Stakeholders and their influence within organisation

 High power and low interest- This is government and government agencies who has high power
to influence Captify but their interest is low.
 High Power and High Interest- Board, CEO and founders of Captify are stakeholders under this
category because their power and interest both are high in Captify. These stakeholders can
completely influence the planned change because they are the one who has planned the change.
 High interest and low power- These are the stakeholders who can influence the planned change.
This category involves employees and they can significantly affect the change because they are
important part of implementing change in Captify.
 Low interest and low power- Stakeholders in this category cannot affect the planned change
because they lack both their power and interest in Captify.
Cont..

 Leadership approaches are required to be
changed as the organisation goes further in its
cycle. The leadership gets changed according
to situation situational approaches of leadership
can be considered here. Competence of
members was low when Captify started and
hence at that time they were required to be
leaded according to Coaching Approach in this
all the decisions regarding what to and how to
do that are required to be taken by the leader.
Changing Leadership Approaches

 Later leadership approach at
Captify was supporting
because members at the
company started developing
and enhancing their
competency and leaders
were required to support
them and motivate them.
Cont..

Leadership has a significant influence on the culture of organisation and Captify also has that impact
on its culture through its leaders. Approach of leadership involves various elements which are
follower, situation and environment of organisation etc. leadership approach involves focus of leaders
whether it is one task only or leader considers its employees as well. Leadership approach in which
leaders put special focus on task completion then culture of the organisation also will develop
accordingly.
Influence of leadership on organisational
culture

 Changes in organisation can be effectively
managed is the strategies for communication are
properly adopted by the organisation. Captify can use
strategies such as;
Communication strategies

Effective communication content- The content being used for communication should
be effective.
Listening- Listening can play effective role in support delivery of proposed expansion.
Be Empathetic- Captify needs to be empathetic for the members so that it can
understand the queries and doubts which members are feeling difficult to express.
Cont..

On the basis of above discussion it can be concluded that
stakeholder analysis on the basis of their power and
interest can ensure about their impact in change and
later this briefing note involved leadership approaches
and communication strategies regarding changes and
expansion of Captify.
CONCLUSION

 Cuppen, E., 2016. 15 Stakeholder Analysis. Foresight in Organizations:
Methods and Tools, p.208.
 Karanika-Murray, M., Ipsen, C. and Hasson, H., 2019. Interventions
leadership is a dynamic role that evolves with the intervention process: Five
arguments for a fresh approach. In International Conference on Wellbeing
at Work.
 Shannon, C.W., 2018. Effective Management Communication Strategies
within an Organization (Doctoral dissertation, Walden University).
 Slabá, M., 2016. Stakeholder profile and stakeholder mapping of
SMEs. Littera Scripta. 9(1). pp.123-139.
 Visvanathan, P., Muthuveloo, R. and Ping, T.A., 2018. The impact of
leadership styles and organizational culture on job satisfaction of employees
in Malaysian manufacturing industry. Global Business and Management
Research. 10(1). pp.247-265.
REFERENCES