University Organizational Behavior: Change Leadership Analysis

This essay delves into the characteristics of effective change leaders, highlighting traits such as low anxiety, emotional stability, and openness to new ideas. The author reflects on their own leadership style, transitioning from an autocratic to a transformational approach, and identifies strengths like vision formulation and employee motivation. Areas for further development include anger management, reducing employee favoritism, and fostering greater independence among team members. The essay emphasizes the importance of self-management and self-development learning in enhancing leadership effectiveness, particularly within the context of implicit change leadership theory. The author concludes by underscoring the significance of effective change leadership in improving organizational performance.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author note

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Introduction
The essay helps in analysis along with identification of the characteristics of the
effective change leader. Furthermore, a proper reflection on the own change leadership style
is required to be analyzed and the different kinds of strengths and three areas which is
required to be developed for further development. Lastly, the different importance of self-
management and self-development learning is required to be analyzed with implementation
of change leadership theory is required to be taken into consideration.
Identification and Critique of characteristics of Effective Change Leader
Burke (2017), has commented that successful change is one of the huge problems
which is being faced by the different organizations. In the fast-changing world, quickly
identifying the different kinds of opportunities along with acting to capture the same is no
longer private domain of the different industry leaders. While being change leader is not easy,
the first step is to know what is being required and the individuals who are effective leaders
of change have more than six kinds of characteristics which are as follows:
Firstly, Burke (2017), has commented that there is low level of anxiety is the first
aspect which is one of the characteristics of the effective change leader. Anxieties are the
different beliefs and emotions which prevent the individuals from preventing the individuals
to cope up from various current circumstances. In order to perform effectively along with
driving innovation, the individuals must have sense of security and be unencumbered by
different anxieties. For example- This has been noticed that many individuals who grew up
in poverty during Great Depression will be continuing to live in poverty as they will be
scared of such situation.

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Secondly, emotional stability is the other characteristic of the effective change leader
wherein the leaders try to improve their mental state of mind. In order to learn and perform
well, this is essential in nature to understand the frame of mind in order to perform the
different activities in an efficient manner. the belief and attitude of the employees is required
to be taken into consideration which will help the leaders in enhancing the overall
productivity of the organization (Fullan, 2014). For example- This has been noticed that
often the leaders in the organizations lack of emotional stability as there are various issues
relating to the lowering in morale of the employees can be changed by providing them with
different rewards and increase their morale.
Lastly, confidence and openness are the other aspect wherein the change leaders are
ready in exploring new ideas and they are always been able to learn in various manners. The
effective leaders are being able to learn unknown in an effective manner. The effective
change leaders have the huge potential in order to explore the various unknown approaches
and this helps them in becoming more aware of various aspects (Carnall, 2018).
Reflection of My Change Leadership Style
Previously, I was autocratic kind of leader when I was being made the leader of a
group in my summer internship project. There were four members who worked under me and
I tried to control all the activities by myself. However, this led to high turnover among
employees and high level of absenteeism as well (Lorinkova & Perry, 2017).
However, presently I tried to change my leadership style and approach and became
transformational leader. In such scenario, I tried to become more cooperative with the
different members and tried to analyze their viewpoints as well. As a transformational leader,
I tried to inspire my different team members and this helped in enhancing their skills and they
were motivated as well (Glatthorn, Jailall & Jailall, 2016).

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Strengths of Transformational Leadership Style
With the help of transformational leadership style, it allowed me in quick formulation
of the vision. I tried to promote enthusiasm among the different employees which helped me
in becoming more effective in the different kinds of tasks which were performed by them.
Furthermore, I tried to provide inspiration to the different people who worked under me and
they felt motivated. This allowed them to perform in an effective manner and this helped me
in becoming successful in my leadership approach.
Three Areas of Further Development
There are three main areas wherein I feel further development is necessary which are
as follows:
Firstly, it can be noticed that as I was an autocratic leader, I used to rule my group
members and this is still present in me in the present scenario. I need to require to improve
my anger by introducing with anger management skills. This will help me in managing the
different kinds of rudeness effectively.
Secondly, the employee favoritism is required to be reduced which will create issues
in the team and this can affect the overall morale of the team. I need to improve the same
quality by trying to engage all the employees in the same manner which will help me in
becoming more effective leader.
Thirdly, there is dependence on the different group members and I tried to gain
different viewpoints of the group members. This is required to be improved by me by trying
to analyze the different aspects such as gathering the different viewpoints of the employees
and this will help in reducing the different kinds of issues effectively.

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Importance of Self-Development and Self-Managed Learning
For instance- The different adults are self-managed learning is wherein in a
workplace, when boss provides tasks to the individuals, the employees do not directly say, “I
can’t do it” rather proper development of action plan is done to perform the tasks in an
effective manner. The self-managed learning skills are inbuilt in an individual with the help
of the different kinds of experiences which will help in managing the different kinds of
activities effectively (McCaffery, 2018).
On the other hand, this can be seen that self-development learning is wherein it is
continuous learning process which helps in personal and professional career development
(Morrison, 2018). With the help of mentor, this will help employees in managing the
different kinds of activities in workplace efficiently (Wu & Parker, 2017). For instance- In
workplace, when an employee is newly appointed, this can be seen that a mentor is provided
to the employees for guiding him to help him/her in performing well.
With the implementation of implicit change leadership theory, this will help in
exploring the relationship with the perceived level of effectiveness of the change
management in the organization. The implicit change leadership theory helps in managing the
various kinds of congruence between the aspects of the leaders and the subordinates in
organization and this will help in self-management learning as well.
Conclusion
Therefore, this can be concluded that effective change leadership is essential which
helps in improving the different kinds of characteristics which has helped in improving the
overall effectiveness in the firm.

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References
Burke, W. W. (2017). Organization change: Theory and practice. Sage Publications.
Carnall, C. (2018). Managing change. Routledge.
Fullan, M. (2014). Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Glatthorn, A. A., Jailall, J. M., & Jailall, J. K. (2016). The principal as curriculum leader:
Shaping what is taught and tested. Corwin Press.
Lorinkova, N. M., & Perry, S. J. (2017). When is empowerment effective? The role of leader-
leader exchange in empowering leadership, cynicism, and time theft. Journal of
Management, 43(5), 1631-1654.
McCaffery, P. (2018). The higher education manager's handbook: effective leadership and
management in universities and colleges. Routledge.
Morrison, A. R. (2018). Beyond the status quo–setting the agenda for effective change: The
role of leader within an international school environment. Educational Management
Administration & Leadership, 46(3), 511-529.
Wu, C. H., & Parker, S. K. (2017). The role of leader support in facilitating proactive work
behavior: A perspective from attachment theory. Journal of Management, 43(4),
1025-1049.