Leading and Managing Change Report: Barriers, Leadership, and Theories

This report provides an in-depth analysis of leading and managing change within organizations. It begins by exploring various barriers to change, such as lack of clear goals, employee involvement, communication, and cultural issues, and discusses their impact on leadership decision-making. The report then defines the concept of leadership and examines different leadership styles, including democratic and situational leadership, and their application in initiating and proposing change. It outlines key principles of change leadership, emphasizing the importance of diagnosing problems. Furthermore, the report delves into change management theories, such as situational leadership, change initiation, Kotter's 8-Step model, and Lewin's change management model, providing a comprehensive understanding of these frameworks. The conclusion emphasizes the importance of using appropriate leadership styles to overcome change barriers. References are included for further reading.

LEADING AND
MANAGING
CHANGE
(PART-B)

Content
 Introduction
 Different barriers for change and determine how they influence
leadership decision making
 Concept of Leadership
 Different leadership styles
 Initiating and proposing change
 Principles of change leadership
 Change Management Theories
 Conclusion
 References

Introduction
Change helps a company in serving the changing needs of customers in a
desired manner. This presentation is going to cover about influence of
change in organisational strategy and decisions. Also, Ways to resolve
barriers to changes and leadership approach to implement change
successfully will be discussed in briefly manner.

Different barriers for change
Various barriers to organizational change and their impact on the
organization are described below:
• Lack of clear goals and objectives
• Lack of employee involvement
• Lack of communication
• Cultural barriers and lack of strategy

Concept of Leadership
Leadership is defined as the art of encouraging and
motivating a group of individuals so that they can
perform their work appropriately and achieve
desired goal in a timely manner. In case of
business firms, right leadership helps in increasing
the working potential of workforce due to which
earning high revenues and profits is easy.

Different leadership styles
Democratic leadership: This is an
effective kind of leadership style in
which leader of a company gives
high preference to the opinions of
employees. Due to this, workforce of
company is also considered while
decision-making so that right
business decisions can be taken.

Continue…
Situational leadership: In this kind of
leadership style, a leader analyses the
situation, conditions and the circumstances
which are faced by an organisation before
taking a decision. Due to this, leader is able
to select best kind of alternative for a
problem. This leadership style includes the
aspects of different leadership styles as per
business situations.

Initiating and proposing change
Initiating change: At the time of change initiation, a leader has appropriate
time to consider those aspects which need a change. In this situation, leader
in House of Fraser can adopt democratic leadership. This will help the leader
in gaining opinion of different employees about organisational change.
Proposing change: At the time of proposing change, time is limited. Hence, it
is not possible for leader in House of Fraser to discuss each decision with
workers. Hence, in this situation, situational leadership is best to be
implemented.

Principles of change leadership
Diagnosing with problem: It is important for a leader to identify the
problems associated with change in a proper manner. By this, all the
barriers resisting change can be overcome properly and required
change can be implemented in House of Fraser in a systematic
manner.

Change Management Theories
Situational leadership – When a leader adjusts his style in order to fit the situation
and level of development of followers or team members that he is trying to
influence.
Change initiation – There can be a particular problem or a gap in the performance or
just a feeling that something isn’t right in the organization. In this stage, the need
for change is identified by the individual or organization.
Kotter’s 8-Step model – The model was developed by John Kotter in 1996 and is
based on the research of a total of 100 organizations that went through a process of
change. The process includes 8 steps that focus on building acceptability in
employees for change in the organization.
Lewin’s change management model – The model involves three steps namely-
unfreezing, changing and refreezing. The model is aimed at handling the behavior
of employees against any change that occurs in the organization.

Conclusion
This presentation concludes that there are different drivers and barriers
to change like resistance of employees, lack of capital, technology
etc. These barriers can be overcome by using different leadership
approaches and styles like democratic, persuasive or autocratic
leadership in a proper manner.

References
Alavi, S. B. and Gill, C., 2017. Leading change authentically: How
authentic leaders influence follower responses to complex change.
Journal of Leadership & Organizational Studies. 24(2). pp.157-171.
Bloxham, R., Ehrich, L. C. and Iyer, R., 2015. Leading or managing?
Assistant regional directors, school performance, in Queensland.
Journal of Educational Administration. 53(3). pp.354-373.