A Report on Leading Strategic Change in the Context of Sainsbury

This report provides a detailed analysis of leading strategic change within Sainsbury, a major UK supermarket chain. It begins with an introduction to the concept of leading strategic change and provides background information on Sainsbury, including its market position, size, and key competitors. The report then addresses several key aspects of strategic change leadership, including the opportunities for ethical and value-based leadership within the organization, potential barriers to improved diversity management and strategies for overcoming them, and the importance of planning and communicating the change process. Furthermore, the report includes an impact analysis of change on stakeholders, methods for monitoring change impacts, and an analysis of the leadership skills and competencies required to drive change, along with suggestions for their development. The report utilizes various theoretical models, such as the seven levels of consciousness model and the Goffee and Jones authentic leadership model, to support its analysis. The conclusion summarizes the key findings, emphasizing the importance of effective leadership and strategic planning in navigating organizational change successfully.

Leading strategic
change

Table of Contents
INTRODUCTION...........................................................................................................................3
Background information of company.........................................................................................3
TASK 1............................................................................................................................................4
Discuss the opportunities for ethical and value based leadership...............................................4
Potential barriers in relation to improved diversity management and how they can get
addressed.....................................................................................................................................6
Seven levels of consciousness model..........................................................................................6
TASK 2............................................................................................................................................8
Importance of planning and communicating change process with respect to theoretical model
and a communication plan..........................................................................................................8
TASK 3..........................................................................................................................................13
Impact analysis of change on key stakeholders........................................................................13
Methods an organisation could use in order to monitor all impacts through the period of
change.......................................................................................................................................14
TASK 4..........................................................................................................................................16
Analyse leadership skills and competencies required by senior staff in order to drive change16
How skills and competencies can be further developed...........................................................18
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................21
.......................................................................................................................................................22

INTRODUCTION
Leading strategic change is defined as a program whose main focus is on helping people
in learning about all principles of personal change in relation with organisational change. There
are certain principles while following leading strategic change like lead with culture, start at the
top, new thinking, lead outside the lines and many more. In an organisation it is very important
to deal with certain strategic changes to achieve success and it can be done in many forms like
redesigning the organisation, initiating new services in the organisation, improving customer
service and many more(Serem, 2020). The below report includes opportunities in the
organisation for ethical and value based leadership, barriers to the introduction of improved
diversity and how they can get addressed, importance of planning and communicating the change
process in terms of a model and communication plan. The report also includes impact analysis of
change and methods that a organisation can use to monitor all changes, analysation of leadership
skills and certain competencies and how they can get developed in future. The below report is
based on Sainsbury. It is the second largest chain of supermarkets in whole united kingdom. The
company was founded by John James Sainsbury in 1869 and they became the largest retailer of
groceries in 1922.
Background information of company Name of the organisation:- The report is based on Sainsbury which is largest retailer in
groceries. Size of organisation:- As the company is now Britain's third largest food retailer and has
455 supermarkets and 301 convenience stores. It has around 153000 people and provides
service to around 16 million customers each week. Main markets:- In terms of Sainsbury their main market is in 8 geographical locations
which are Torquay, Swindon, South East London, Enfield, Guildford, Dartford, Redhill
and Wolverhampton. The company was also split between three divisions like
Supermarket Ltd, Bank and Argos. Product and services:- Sainsbury provides services like dietary and lifestyle, beauty and
cosmetics, Health and Toiletries, home ware and outdoor, price lock.
 Key competitors:- In terms of Sainsbury their main competitors involve Morrisons,
Tesco, Aldi UK as well as associated British Foods. As all the competitors are dealing in
grocery merchandise and clothing retailing(Asser, 2020).

TASK 1
Discuss the opportunities for ethical and value based leadership
In terms of value based leadership all leaders rely on the values of organisation in order
to improve their performance. It basically means communicating all organisational values to
employees that how they had to perform the the organisation, what kind of behaviour they should
have in order to achieve business goals. In context with opportunities of value based leadership it
is been explained as below:- Communication:- While following a value based leadership in the organisation
communication gets improved which became an opportunity for all leaders as well as
employees as they are free to communicate with each other. People working in the
organisation are free to give their opinions and suggestion in company. It creates a
favourable opportunity for them as they can speak effectively about their thoughts. In
terms of Sainsbury, they are free to give to give their thoughts as team works together
and they also get feedback from investors in order to suggest more
solutions(WAFIROTIN, 2020).
 Productivity:- In organisation the opportunity gets created when in terms of productivity
which is possible while following a value based leadership. When productivity gets
improved in the organisation all leaders as well as employees share their values with each
other which creates a comfortable and flexible situation among whole organisation. It
becomes an opportunity for them as people gets encouraged to share their values among
whole team.
In terms of ethical leadership, it is defined as type of leadership in which all individuals
determines a conduct which will be correct and acceptable in each area. It means to put people
into management as well as at the position of leaders who will create relationship in the
organisation. In terms of opportunities in ethical leadership it is been explained as below:- More freedom:- It becomes an opportunity for the organisation to have the power of
doing jobs on their own and they are been trusted. So, individuals work in such
organisation where ethical leadership is followed they get more freedom which becomes
an opportunity for them. In context with Sainsbury, they developed a culture where full
freedom was given to employees as they were allowed to do each work on their own.

 Employment rights:- In an organisation employees expect that they have al kind of rights
and no discrimination is been done on the basis of age, gender , religion and so on. In
context with the organisation they had zero tolerance policy in which company was not
doing any kind of discrimination, bullying as well as victimisation. They were protecting
their employee rights and was giving fair treatment to them. Health and Safety:- In terms of health and safety of employees they should get involved
in each decision-making process as if they will not participate in decision-making then it
will affect their health. In context with Sainsbury, they made sure that their employees
health is not getting affected so they provided effective staff facilities, proper ventilation
which is required at the work place.
Henry roadblocks model:- Professional and social pressure:- In terms of leading strategic change the external
social pressure has been a major effect on business ethics. It includes many things like
ethical transformation, going beyond the law and Internet revolution. In context with
ethical transformation it means to operate a business in such a way that it does not break
any kind of law or rules. It is mainly based on community expectations through which
demand of customers get fulfilled. In relation of selected firm, it states that as Sainsbury
is located globally it too faces social pressure and professional pressure, For example-
They have to use resources in such a way that high quality of products are being provided
to customers. Professional pressure like seniors managers are enlarging business in many
other countries and for which it is critically important to focus on laws as well as
legislations. Pursuit of pleasure:- It terms of leading strategic change it means to explore human
nature and focusing mainly on all forms of pleasure that may arise. So, as the main focus
is on helping people to create certain experiences so in terms of that it is necessary to
create a situation of pleasure.
 Desire for power:- It refers to the situation in which power is either to control or achieve
business objectives . So, in terms of leading strategic change it as leaders help other
people so they use their power in terms of that.

Potential barriers in relation to improved diversity management and how they can get addressed
There can be many hurdles while having a diversity management in an organisation. So,
in terms of all barriers it is been explained as below:- Communication issues:- When there is a diversity management in an organisation there
can be many issues with respect to communication. As there are different people who
speak different languages so it might be not possible to have such effective
communication with each other(Gutberg and et.al, 2020). So, it creates certain issues in
the organisation. People may not address all problems due to such issues. In terms of
Sainsbury, their company was also located in different geographical locations and at each
area there are different people who get employed so according to that they face issues as
they were not able understand other people language.
 Resistance to change:- Due to improved diversity a barrier occurs with respect to
resistance to change. When new changes in policies and new employees get hired in the
organisation there may be some other people who don't want such changes. Many
negative conflicts get arise like violating comments can be there, racism and so on.
To solve such diversity issues Sainsbury managers made use of their education as well as
experience in order to create better diversity. They developed their organisational policy in such
a way diversity in context with recruitment gets increased. They also enabled continuous training
with respect to diversity so that communication barriers get reduced and culture of respect gets
increase.
Seven levels of consciousness model
There are seven levels of this model and with respect to organisation it is been explained
as below:- Survival consciousness:- It is the first level of consciousness which is all in relation with
survival. There may be many individuals who has a fear based relief that whatever
amount of money they earn they still want more(Ruban, Yashalova and Ermolaev,
2021). Relationship consciousness:- It is in relation with the aspect of safety. To feel safe the
person should have a feeling of been loved. There are many individuals who always want
more that even if they get too much love they still want more. They want to experience
more love.

 Self esteem consciousness:- It is about feeling secure in community. People need to be
get respected and recognised by other individuals. Even when people get respect and they
are appreciated they still want more respect. Transformation consciousness:- It is in relation with freedom. It means that people have
the power to make their own choices and they don't have seek permission from anyone. Internal cohesion:- It means to find a meaning in your life. When focus is mainly on
passion then it brings a sense of comfort in their life and if people don't focus on their
passion then it will be irrelevant for them. Difference consciousness:- It is about creating a difference in whole world whether with
respect to workplace, family and many more. It is not necessary that only leaders can
make a difference so any individual can make a difference in their life(Odhiambo, 2020).
 Service consciousness:- It is in relation with a selfless service for the work been done
that allows people to use their skills and talents with respect to work they are doing.
In context with Sainsbury, they followed the level of service consciousness as people had
freedom to use their skills as well as talents on whatever work they are doing. Their own value
based leadership position was in terms of living healthier lives, respect in their workplace
environment.
Goffee and Jones authentic leadership model:-
In context with this model, both Goffee and Jones has presented to use more simple
version of authenticity in terms of leadership. It is been analysed that authenticity of leadership
has complete two faces. The first one is that leader has to make sure that whatever they say is
same as whatever they do. The second one is that if leaders are authentic they must be able to
find a common place where they can lead strategic change with all individuals. All people have
different expectations so leaders must be able to represent them as per the situation that arise.
Goffee and Jones are more flexible and are able to manage their authenticity.
This model comprises of several elements which are discussed as follows-
 Get to know yourself and origins- It is important point which is to be focused as
because it comprise of exploring about self, returning to old roots, avoiding comfort
zones and receiving of honest feedbacks. In relation of selected firm, leaders of entity
provide effective leadership and make ensure employee work beyond their potential
ability.

 Get to know others better by- It is another element and factor which is needed to be
focused because it consists of building rich picture of environment, removing barriers
between others and self, letting others known about what are unique qualities which are
used by individual. Connect to the organisation context better by- It is factor in which it consists of
getting the right distance for example, creating good impression, development of
resilience etc. In case of Sainsbury, it is duty of leaders to make assure that every
individual is connected to organisation so that higher productivity is being achieved.
Ethnicity as a particular issue:-
At a workplace, ethnicity can be considered as a major issue and it can happen at
workplace . There are some organisations which are not able to identify the advantages behind
diverse workforce which lead to the problem of discrimination. This is considered as the major
issue.
TASK 2
Importance of planning and communicating change process with respect to theoretical model and
a communication plan
Sainsbury enabled a change within their organisation which was that they implemented in
store fresh food counters through which all purchasers can get an experience with respect to pre-
pandemic trips. The changes involve extended opening hours and due to this all queues were
reduced at busiest times.
In context with importance of planning in change process it is been explained as below:- Enhancement of quality:- When management decides to make certain changes in their
organisation proper planning is required and with the effect of all planning been done the
quality gets enhanced. Due to enhanced and better quality organisation achieves success.
methods the organisation could use to monitor these impacts through the period of
change. Technological change:- Organisation never depends on same kind of technology. They
make many changes in relation with their technology as what type of equipments they
will be using so that decision completely rely on their plans been made. So during change

management planning creates an importance in the process of change(Bentley and Kehoe,
2020). Expansion of market:- When company makes any kind of change in their organisation
their main plan is to expand their business. It all depends on their planning because
without planning organisation can't make any type of change in their organisation.
 Complying with laws: - There may be many laws that might get change and according to
those laws company make certain changes whether in terms of policies or any other
management process. So, before applying all changes efficient planning is required to
follow all laws.
In context with Sainsbury, they also made many changes like extending opening hours,
volunteer shopping card, changes with respect to home delivery and many more. So, to enable all
changes they made a proper planning to deal with the impact of those changes. With the help of
effective planning they did in context with workforce mobility, synchronized planning as well as
training and development they accepted all changes(Twathe, 2020). In Sainsbury they made
changes with respect to current workforce capability so that they can achieve all objectives but to
make those changes they did proper planning. When new employees comes in the organisation
they are provided training so plans are made that how will they provide training to all employees.
In context with importance of communication in change process it is been explained as
below:-
In an organisation changes occur many times. They never rely just on same strategy so
they make certain changes whether in the form of employees, strategies, the way of doing work
and many more. So, for these changes communication is the most important thing. As, when
different changes occurs in the organisation participation from each individual is important so
with respect to that communication is also important as all employees need to have a
conversation with each other because through that only changes will get accepted in the
organisation else there may be many conflicts that can arise in the organisation. In context with
Sainsbury, both internal as well as external communication is been followed. As when changes
were made in the organisation the issues which would not be solved internally they were been
solved in public domain and it was effectively happened because the communication was done in
a positive way(Nashar, Haryadi and Parashakti, 2020).
Theoretical model of change

With respect to this model, the main focus is on the aspect of decision-making of each
individual and is considered as a model of change which is done intentionally. There are six
stages which is explained as below:- Pre contemplation:- It is the first stage in which people do not make any kind of change
as they don't have information about the problems on the behaviour of employees. This
stage is often considered as an unmotivated stage. Contemplation:- In this stage people start getting aware that their behaviour can create
some sort of problems in future so they start thinking to make changes within next six
months. Preparation:- In this stage people don't wait for six months. They take immediate action
to make changes within next 30 days only. In this stage individuals have already taken
some sort of action earlier also. Action:- When made changes in their behaviour they expect to keep going forward with
that behaviour only. They make many changes so they rely on that particular action only. Maintenance:- In this stage people maintain their changed behaviour so that they not
reach to earlier stages again(Murimi, 2020). Termination:- This is the last stage where people decide that they will never return to
past behaviours and stay in maintenance stage only.
Role and resistance to change:-
Resistance to change refers to a situation in which employees don't prefer to accept
changes and they can be very discontinue with all changes that has happened. There are many
situations in which resistance to change happens like criticism, missed meetings, endless
arguments and many more. To overcome the situations of change, it should be communicated in
effective manner. So, leaders should implement changes in different steps so that employees
don't get into the situation of resistance.
Communication plan
Target audience Message type Delivery method Schedule Message source
In terms of
Sainsbury the
main target
audience is the
Sainsbury
communicates
mostly with the
help of
The products
which consumer
purchases are
delivered in
Sainsbury follows
schedule in
context with daily
basis. They open
Sainsbury use
communication
team to deliver all

family especially
mother.
advertisements,
newsletters,
magazines and
formal letters.
special vans
which has
temperature
controlled
compartments.
They also
communicate
with the help of
annual general
meetings,
presentations and
meetings.
their stores
regularly at same
period of
time(Ma, and
et.al, 2020).
messages.
The new policies will be communicated through advertisements, letters and company
magazine. The key message which company was delivering is they will be using round-the clock
in order to provide customers with necessary information. They communicate with their both
internal as well as external stakeholders. As in context with internal stakeholders they are the
shareholders, manager as well as employees. In terms of external stakeholders they are variosu
suppliers, local communities.
Impact of change on organisational objectives:- Stay connected with industry trends:- When an organisation develops a new product and
make certain changes to achieve business objectives, they do it to attract new as well as
existing customers. So, with the help of changes they ensures a effective connection with
customers. Encouraging business innovation:- When organisation make certain changes they create
positive impact as new innovation is done which helps in achieving growth as new
product can lead to great success.
Lewin's model of change:-
In context with Lewin's change model, there are three steps been involved which are
Unfreezing, change and refreezing. In terms of leading strategic change it is been explained as
below:-

 Unfreezing:- It is the first stage of Lewin's model which is used in terms of improving
both readiness as well as willingness of people in terms of change through realization in
order to move from comfort zone to the situation of transformation. It makes people
aware of the situation that there is a need of change and to accept all changes that had
happen they need to motivate everyone. So, in context with first stage the most important
thing is effective communication so that all goals can be achieved. Change:- It is also been considered as the stage of transition. It involves accepting new
methods of doing things. In this stage all individuals are unfrozen and the change which
is required is initiated. In this stage certain elements are required which are careful
planning, effective communication and many more. Refreezing:- It is the most stable stage in which all individuals accept whatever the
change has been done. They accept it as its a part of their life. In order to motivate all
employees they should get rewards, effective structure should be followed and it can only
be done with the help of leaders.
Strategic change:-
In context with change communication plan, there are two type of stakeholders which are
internal as well as external stakeholders. In context with internal stakeholders there are various
types which includes the board of directors, line manager, colleagues, team members and
employees. Everyone delivers a different message and uses various type of channels through
which change can be implemented. In context with external stakeholders it involves customers,
suppliers, shareholders, public and government.
TASK 3
Impact analysis of change on key stakeholders
In context with Sainsbury they made many changes like extended working hours,
volunteer cards, home delivery and so on. So, its impact on stakeholders like employees,
shareholders, suppliers are been explained as below:-
 When Sainsbury extended their working hours the impact was both positive and negative
with respect to employees and customers. Due to extended hours it became beneficial for
customers because if they are busy at that particular time they can go at other time also as