Leadership Transitions Report

This report analyzes an article by Goodyear and Golden (2008) focusing on leadership transitions and their impact on business performance. The report examines the authors' main points, assumptions, evidence, and strengths/weaknesses. It highlights the challenges faced by both leaders and followers during transitions, emphasizing the need for mutual understanding and support. The report also considers counterarguments, suggesting that leaders should actively adapt to changing environments and followers should proactively seek information to facilitate effective collaboration. The analysis concludes by emphasizing the importance of understanding these challenges to achieve favorable business outcomes.

LEADERSHIP AND
MANAGEMENT
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TABLE OF CONTENTS
Main issues that author is addressing...........................................................................................3
What is the author's point.............................................................................................................3
Assumptions made by author.......................................................................................................3
What evidence does the author present .......................................................................................4
Strengths and weaknesses of the text...........................................................................................4
Possible conterargument .............................................................................................................4
Why are the problems interesting................................................................................................5
Reference.........................................................................................................................................6
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Main issues that author is addressing
The present article being published by Marilu Goodyear and Cynthia Golden focuses on
the leadership transition which is linked with performance of the business. Further, it has been
highlighted that times of transition can be both energizing and emerging. In case if any new type
of leader is appointed within the workplace then in such case followers are directly affected. The
main challenge is associated with change where in case if any type of leader is being appointed
within the workplace then in such case various changes are being witnessed. The article has
highlighted four areas of interaction between followers and leaders associated with the enterprise
involves partnership in the decision making process, focusing on successful implementation of
new direction, challenging new leader as appropriate, understanding the kind of support which is
being required by the leader. In case followers are not able to deliver proper support to the leader
then in such case it becomes difficult for leader to work with the followers. Apart from this,
implementation of different strategies becomes easy and in turn operations of the business cannot
be carried out efficiently during the phase of transition which has been highlighted in this article.
What is the author's point
The main point which author has highlighted in the present article is the transition phase
of new leaders. Further, it is well known fact that when any new leader is appointed within the
workplace then it brings large number of changes in the business operations. Apart from this,
newly appointed leader is efficient for business where individual contributes in the business
affairs and offers best suggestion for the issues that arises (Goodyear and Golden, 2008). In stage
of transition feeling of insecurity is developed among followers especially in individuals who do
not have confidence. In such kind of circumstance followers have strong need to be heard by the
leader and at that time bonding needs to be developed in between followers and leaders. Apart
from this, it has been highlighted that during organizational change need of new leader along
with the followers are found in conflict situation. Successful implementation of the key strategies
requires mutual understanding of both the parties associated with the business.
Assumptions made by author
In the present article published by Marilu Goodyear and Cynthia Golden different
assumptions have been made by author which are associated with the leadership transitions.
Further, the main assumption is that during the period of organizational change both leaders and
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followers are in conflicting situation where they do not prefer to work with one another. Apart
from this, successful transition requires understanding need of both the parties which are
associated with the business. Moreover, it has been witnessed that new leaders have natural
desire to make unique contribution in the business affairs. Another key assumption is that in case
when any new leader is appointed in the workplace then in such case feeling of insecurity is
developed especially in type of people who are not having proper level of confidence.
What evidence does the author present
Different evidences have been present by the author in the present article where it has
been highlighted that typical response to the new leader's idea for change is the attitude within
the business of continuous improvement where this concept has has been in the management
lexicon for years (Goodyear and Golden, 2008). Staff members present within the workplace
who are open to new ideas can communicate honestly about the strength's of business along with
weaknesses which influences during the leadership transition. In case when any new leader
arrives within the workplace then in such case it delivers opportunity to consider workplace
issues from different perspective.
Strengths and weaknesses of the text
The article which has been published by Marilu Goodyear and Cynthia Golden has many
strengths along with weaknesses. Main strength of this article is that it highlights the transition
phase of leadership and how new leaders influence the activities of the business along with their
followers. Another strength is that four key areas of interaction which involve partnership in
decision making, focus on successful implementation of new direction, challenging new leader,
understanding the support required by leader etc. On the other hand some weaknesses of the
present article is being present such as it does not highlights the key attributes required by new
leader through which individual can easily work with the followers. Further, it does not highlight
the actual need of followers present in the workplace through which they can be managed in
better manner by leaders.
Possible conterargument
In the entire article it has been clearly highlighted that in the transition stage proper
support is required by both followers and the leader. Paying close attention to the fear based
behavior within the workplace is considered to be most significant in the organization. Howeer
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argued that Lee (2016) on the other hand it is necessary for leader to apply higher efforts so that
individual can adjust in the changing environment and effective management of followers is
possible through this. Apart from this it is required for followers to understand the basic
functional needs of the leadership (Lee, 2016). Followers can provide best possible assistance to
the new leader by seeking information linked with the preferred style of communication and the
actual ways where they prefer to interact with one another. This can be beneficial in case of both
followers and leaders within the workplace and they can cooperate with each other efficiently.
Why are the problems interesting
All the range of issues which are being identified in the present article are significant as
in case when any new leader is appointed within the workplace then drastic changes are
witnessed in the operations of business. Further, to understand the key challenges faced by
followers and leaders is important as through this both the parties can easily work with each
other and this leads to favorable results for enterprise. Understanding the range of challenges
faced are considered to be most crucial and delivers large number of benefits to the business in
every possible manner.
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REFERENCE
Online
Goodyear, M. and Golden, C., 2008. Leadership transitions: Keys for success. [PDF]. Accessed
through <http://er.educause.edu/~/media/files/article-downloads/eqm0818.pdf>. [Accessed
on 3rd Nov 2016].
Lee, B. M., 2016. Leadership Transition: Challenges and Consequence. [PDF]. Accessed
through
<https://www.ferris.edu/HTMLS/administration/academicaffairs/extendedinternational/
ccleadership/alliance/documents/Perspectives-June2016-final.pdf>. [Accessed on 3rd Nov
2016].
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