Strategic Change Management and Leadership in Modern Organizations

This presentation examines the crucial relationship between strategic change management and leadership, highlighting how effective leadership is integral to successful organizational change. It discusses change management as a continuous process of adapting an organization's direction, structure, and capabilities in response to stakeholder needs, categorizing organizational change into developmental, transitional, and transformational types. The presentation references John Kotter’s model for leading change, emphasizing the importance of establishing urgency, creating a guiding coalition, developing a vision, and anchoring new approaches in the culture. It also addresses reasons for change failure, such as complacency and poor communication. The role of leaders in managing content, processes, and people, along with the necessity of a structured change management process involving collaboration and employee engagement, is underscored. Effective communication, feedback mechanisms, and interactive workshops are highlighted as essential tools for leaders to guide members through change. Ultimately, the presentation concludes that effective leadership and strategic implementation of changes are directly linked, emphasizing the leader's responsibility in formulating strategies for successful change implementation.

ere is a strong relationship between strategic change management and leaders
What is Change Management?
ange Management
he process of continuously renewing the organization’s
irection, structure, and capabilities.
esponse to the changes in the needs of external and
nternal stakeholders.
Organisational change can be- Developmental, Transitional
r Transformational (Anderson & Anderson, 2010).
adership
he capacity of translating the vision into reality (Bennis, W.
012). .
social influence process where the efforts of others are
aximised to achieve the desired goals of entity.
dership and Change
eader is responsible to manage the content, processes and
ople (Attah, 2017).
mmunication of change by the leaders is an important
ment.
tructured change management process is necessitated, in
ms of collaboration, funding., employee engagement.
e leaders must support successful change projects,
ategize the same though a plan and execute through
laboration.
John Kotter’s model for leading
change
Establishing a Sense
of Urgency
Creating the Guiding
Coalition
Developing a Vision
and Strategy
Communicating the
Change Vision
Empowering
Employees for
Broad-based Action
Generating Short-
term Wins
Consolidating Gains
and Producing More
Change
Anchoring New
Approaches in the
Culture
Types of Organisational Changes
(Lewis, 2011).
Leadership, Communication and
Change
• Leadership, communication and change management
inter related.
• An effective written communication plan is necessary
guide the members through the change (Holten & Bre
2015).
• Leaders need to avail the feedback from the members
organisation and amend the procedures wherever nec
• Hold interactive workshops and forums to enables the
employees to participate and feel the part of organisati
Reasons for failure of Changes
• Allowance of too much complacency
• Not communicating the vision properly (Abbas and Asg
2010).
• Failure to create a sufficient guiding coalition and colla
platform.
• Failure to anchor changes firmly in the culture of the
corporation.
• Failure to create short terms goals and wins.
• Declaration of the victory in terms of successful
implementation too soon.
Conclusion
• There is a direct relationship between effective leade
and efficient implementation of changes.
• Responsibility of leaders to formulate strategies to gu
the organisation and its members to successful chan
implementation.