BSBLDR801: Leading Personal and Strategic Transformation Report

This report provides a detailed analysis of leadership styles, including dictatorial, autocratic, democratic, and consultative approaches. It explores personal development methodologies, techniques for collecting data in evaluating business opportunities, and the application of PEST analysis to scan the external environment. The report also examines emotional intelligence, organisational change, and the Transtheoretical Model (TTM) of change, including its six stages. Furthermore, it discusses the reasons for organisational structure changes and the impact of a competitive marketplace on organisational design. The report concludes with a case study on IBM's mission, purpose, and values, alongside an analysis of its strategies.

BSBLDR801 LEAD
PERSONAL AND
STARTEGIC
TRANSFORMATION
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Table of Contents
Assessment Task 1...........................................................................................................................3
Assessment Task 2...........................................................................................................................8
TASK A .................................................................................................................................8
TASK B ...............................................................................................................................10
Assessment Task 3.........................................................................................................................11
TASK A ...............................................................................................................................11
Assessment Task 5.........................................................................................................................13
TASK A ...............................................................................................................................13
TASK B ...............................................................................................................................14
TASK C ...............................................................................................................................14
REFERENCES..............................................................................................................................16
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Assessment Task 1
1. Describe leadership styles .
Dictatorial style
Dictatorial leadership focus on the decisions taken by manager or leaders. Dictatorial
leader will have to take their own decision on the basis of moral code (Guluta and Rusu, 2016).
This will lead to reduce the impact of mistake and effective decision making for company.
Dictatorial style will increase the productivity and performance of organisation by quick
decisions. For example conflict management station and performance management situation
Autocratic
Autocratic refers to style of management in which leaders or managers have full control
over decision. In autocratic style employees has less or no power to take important decisions as
well as share ideas with top authority. In this form of leadership and management style, one
person has right to control business activities and it includes very less inputs from other members
of the group. Autocratic style of management is very effective in order to take quick or effective
decisions for growth of business. For example high turnover issues and decrease in performance
of employees
Democratic leadership style
Democratic leadership style can be describing as way which includes free flow of ideas
within organisation. In this type of leadership style leader consider the view points as well as
ideas of employees to take better and effective decision for organisation (Bosiok, 2013).
Organisation which follow democratic style have better and strong relationship with employees.
Democratic style is also known as participative style and in this leads as well as manager also
take equal part with employees performance. For example lack of communicate issues and
enhancing organisational productivity.
Consultative leadership style
In this type of leadership, leaders take consideration of few people in order to take
organisational decision as well as resolve issues. Consultative style is considered as adapt for
taking best decision in possible manner. Leaders will consider opinions of subordinates to
perform well and enhance business practices. For example development of employees and
culture changes.
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2. Personal development methodology
Personal development methodology can be describe as process in which will lead to
increase the skills as well as capabilities of a persons (Aguinis and Bradley, 2014). This is a
proper plan that is beneficial for organisation and its employees in order to enhance overall
performance. Personal development methodology includes is a framework that consist of series
of steps. Analysing needs – This is the first step in which person needs to identity the needs of
improvements. Identifying issues – It is essential to identify as well as evaluate the issues that is
affecting the performance of an individual. Prioritize values – Once needs and issues has been identified it is important to prioritize
the values of person in order to take effective decisions. Determine outcomes – Set outcome needs to be identified so that person can perform
task in appropriate manner. Planning – In this proper plan needs to be developed and on the basis of this all activities
of personal development will be conducted. Implementation of plan – Execution of all task and activities that is developed in a plan
in order to accomplish set objectives as well as outcomes. Assess performance – Actual performance of person needs to be compare with the set
outcomes. Adjustments – In this step individual needs to adjust the actual performance in order to
enhance overall performance. Appreciation – It is necessary for organisation to appreciate the good work done by
employees as this will help in development of strong relationship with them. Rewards achievement – By providing rewards to employees, organisation will be able to
motivate them as well as encourage them to enhance their performance.
3. Techniques used to collect data when evaluating business opportunities
There are various methods that could be used by organisation in order to collect data for
taking better decisions. Data that is collected from different sources will help in determine the
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actual position of organisation as well as identifying opportunities for business in market area.
Different techniques for data collection is mention below in detail. Market size – This is considered as one of the effective techniques that will help
company to take better decision for organisational growth. By determining the actual
market size business will be able to identify better strategies for their firm as well as can
grab different market opportunities. Market size refers to the area in which company is
providing its services. Relationship – It is very important for company to develop better and effective
relationship with its customers. This will help in attracting more and more customers
towards business as well as enhance overall performance of organisation. By determining
the relationship of company with its customer’s, organisation will be able to collect
appropriate information about their potential customers.
 Competitors analysis – Company will be able to identify its current market position and
different opportunities in market by analysing other rival of the company. By determining
the product and services offer by competitors, business can grab several opportunities.
4. What does PEST analysis stand for? Describe the process for external environment
scanning relating to social, political, economic and technological developments using a
PEST analysis
PEST analysis stands as effective business tool that includes different external factors
such as political, social, economic and technological that will have impact on business and its
operations (Sammut and Galea, 2015). It is process which help in scanning the external
environment and its factors are mention below. Political factor – This includes different set of rules that is developed by government.
Political factor consists of regulations, trade restrictions, taxation, stability as well as
instability of government policies. Economical factor – It consist of overall economic condition of country and it has
significant impact over the performance of company. Economical factor includes
seasonal factors, international exchange, consumer disposable, inflation rates and so on. Social factor – There are several social factors such as attitude, behaviour, perception of
a customer. This will have effect on sales as well as profits of the company.
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 Technological factor – This factors consist of new and innovative technology that will
have influence on performance of company. It is important for company to use advance
technology in its business process in order to achieve set goals.
5. Explain emotional intelligence and its relationship to individual and team effectiveness
Emotional intelligence can be describe as the capabilities of person that helps in
managing their own emotions as well as of others (Goleman, Boyatzis and McKee, 2013). This is
very important skill of person that support in effective leadership. Emotional intelligence
includes five elements such as self-awareness, self-regulation, motivation, social skills and
empathy. This will lead to have strong relationship with individual and team effectiveness.
Emotional intelligence will help in enhancing the overall performance of employees as
well as team. It has been determined that leaders will be able to develop better relation with team
and employees by managing their emotions. Empathy towards individual and team member will
help in building strong relationship with others. Social skill of leaders will help in motivating
employees as well as encouraging them to perform better.
6. Explain what you understand by organisational change or transformation
Organisational changes or transformation can be describe as the variations in business
process and its functions. It is very important for company to changes and modify functions in
organisation in order to enhance overall performance of an individual. Changes in organisation
can lead to transform business and accomplishment of desired goals and objectives.
7. Describe the six stages of change according to the Transtheoretical Model (TTM) of
change.
Transtheoretical Model refers as a process which is helpful in effective implementation of
changes within organisation. It consists of six different stages which is mention below in detail. Precontemplation – In this stage of change employees are not ready and they do not
intend to take actions. This is very first stage of executing changes in organisation as well
as take actions for future growth (Prochaska, Redding. and Evers, 2015). It consist of
multiple unsuccessful attempts to make changes in organisation. In order to successful
execute changes, company needs to develop better and effective strategies such as
employee motivation and explaining important of change that will lead to growth and
develop organisation. Motivation strategy will be more effective.
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 Contemplation – At this stages employees of organisation is getting ready for adopting
changes. Contemplation stages of organisational changes lead to provide more awareness
about the changes as well as its pros. For successful implementation of strategies
company need to enhance the awareness about changes and explain the various
advantages company can get by following changes. Providing benefits will be more
suitable for company. Preparation – This stage refers as the ready stage in which employee is ready to
implementing changes in organisation. Preparation stage of changes will lead to increase
the overall values as well as performance of employees so that they can perform different
task and activities in required manner. It is significant for company to communicate all
aspects and requirements of company in effective manner so that employees are well
prepared by organisational changes. Analysis of different factors strategies will be better
for company to implement changes in this step. Action – Once employees are prepared about to follow as well as implement changes in
organisation, it is important to develop better and effective plan for conducting action. In
action stage of changes in organisation, company needs to actually implement changes in
business process so that desired goals could be accomplished. Maintenance – In this step company needs to maintain that implemented changes for the
longer time durations. This step of organisational change process in mention as this will
help in enhance the performance of employees (Clark, 2013). At this step employee will
be more confident while working with the implemented changes in organisation.
 Termination – This is the last stages of change model and in this employees do have any
desire to reach to unhealthy behaviour. Employees of organisation is more tend to be in
maintenance stage as well as analysed the importance of changes within company.
Termination stage of change model is considered as the healthy promotion of change
program.
8. Why do organisational structures change? Explain with the help of a relevant example
how a competitive marketplace affects organisational design. Which organisational
structure is most suited to handling organisational change quickly?
Organisational structure can be describe as the changes in organisation that will lead to
have impact on flow of communication with in organisation. It has been determined that
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organisational structure play crucial role in overall growth and development of company. There
are various reasons which lead to change organisation structure of company (Whitley and Glaser,
2014). The major reason for changes in an organisational structure is implementation changes in
business process, full fill performance gap of employees. It has been analysed that competitive
market place will be affected by the organisational design. For example, changes in market
environment due to introduction of new products and service by rival company will lead to have
direct influence on performance of company. Functional organisational structure will be more
suitable for company as well as help in adopting changes very quickly.
Assessment Task 2
TASK A
A. State the mission, purpose and values
IBM is a well established company that is providing its products and services in order to
meet with customers requirement. Mission- It's mission is to be the leading information technology company by creating as
well as developing most advance products. Purpose – The aim purpose of IBM company is to be the top player in the global market
business as well as maintain its position for solving problems of customers.
 Values – The core value of IBM is to offer valuable product and services to customers. In
order to enhance and build strong customer relationship.
B. Organisation’s objectives, plans and strategies.
It is very important for company to develop an smart objective that will lead to growth
and development of organisation (Stone and Stone, 2013). This company is performing its
business operation in different part of plan so it is essential to enhance the skills and capabilities
of employees. Objective, plan and strategies in respect to IBM company is mention below.
Objective - To conduct staff learning and development program in order to increase their
potential and skills with in 6 months.
Plan – It is essential for IBM company to develop an strong plan for enhancing staff
learning as well as development. This company needs to identify as well as analyse the needs
and requirement of improvement in customers. On the basis of needs respective company will
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develop further program of staff learning and development. This plan includes analysis and
evaluating actual improvement in staff performance.
Strategies – This company is focusing on enhancing employee engagement in order to
develop their skills. With the help of this strategy, employees of respective company will be able
to contribute their ideas in business process. This will directly lead to improve learning and skills
of staff members.
C. Determine and discuss the commonwealth and state legislative and regulatory.
It is important for IBM company to follow all rule and regulation that is set by
government for smooth functioning of organisation.
Commonwealth legislation
This includes ethical concern and it is developed with the response of community
development. Commonwealth legislation was developed in 2006 and includes Prohibition of
human cloning as well as regulations of human embryo research amendments act.
State and territory legislation
This was developed by Council of Australian Government in 2002 and motive of
introducing nationally consistent legislation. This focus on banning of human cloning practices
as well as unacceptable practices in order to excess ART embryos.
D. Research and analyses of information.
Professional competence – This includes technical skills, emotional vales as well as
knowledge to perform task and activities in better or effective manner.
Personal development objectives and priorities- It has been determined that respective
company needs to focus in improving the performance of employees. Individual and team
productivity can be consider as objective and priorities.
Ability to role model – Role model of this company needs to have positive attitude and
confident towards their work and performance.
Ability to build an effective organisational and workplace culture- It require
capabilities to have clear idea and values of organisation in order to enhance culture of
workplace (Redmond and et.al., 2015). It is important to foster collaboration and communication
with in organisation.
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Operational accountabilities and responsibilities- It is responsibility of organisation to
set a clear role of each and every employees. This will lead to reduce the conflicts from business
and accomplishment of objectives.
TASK B
Compare the results of your self-assessment of skills and attributes with the qualities and
competence requirements for a leader in the VET industry
It is very important to compare the skills and attributes of VET industry leaders in order
to enhance the performance (Le, 2015). There are various set of skills required by leaders in
order to enhance the overall productivity of employees. Different skills and attributes of leaders
in VET industry is mention below. Provide vision – It is role of leader to provide proper vision to its employees. The visions
that is set by VET leaders will be consider as a framework for employees and helps in
performing task in better manner. Role model – Leaders are consider as role model as they are able to provide better
solution to business problems. Role model have positive attitude which is helpful in
encouraging as well as influence performance of employees. Inspire and motivate – Leaders must have skill and capabilities to inspire and motivate
its employees. This capabilities of VET leaders will help in conducting task in better and
effective manner. This is helpful in accomplishing set goals. Time management – It has been determined that leaders of VET industry has have time
management skills and capabilities. This skill of leaders will support in timely
completion of task and activities in order to attain set goals. Empathy – VET industry leaders have empathy towards its employees. This is helpful in
developing strong relationship with staff members. It has been determined that empathy
will help in enhancing performance of employees of organisation.
On the basis of above research it has been analysed that there are different skill set
needed by leaders. All of the above mention skills are helpful in managing the overall
performance of employees and improve their skills. I have compare my personal skills with the
capabilities of VET leaders. In this I have determined that there are various skills that I need to
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improve in order to become an effective leader. I have analysed that role model skills, time
management and empathy skill are my strength that will support in performance leadership task
in better manner.
Identify two strategies you will use to create an organisational climate.
Employee engagement strategies will be very effective for allowing staff members to
give constructive feedback. This strategies will lead to develop better relationship between
employees and organisation.
Positive organisation culture strategies will lead to encouraging the employees to
consider feedback with open mind. This will support in motivating them performance better and
enhance performance by given feedback.
Develop a personal development plan
Objective Action Time
Communication skills Use different set of
communication methods in
order to communicate
effectively.
3 Months
Motivation Identify and analysing
employees needs to motive
them.
5 Months
Interpersonal skill Develop better relationship
with employees and resolve
their issues.
6 Months
Assessment Task 3
TASK A
What will be the impact of this development?
Development will lead to have major impact n business as well as its employees. It is
very important for company to develop its business process and functions (Cummings and
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Worley, 2014). It has been determined that development will help in achieving desired
objectives. Development process of company will affect employees as they are responsible for
conducting different task of organisation.
Organisation needs to develop strong strategies that will help in meeting with challenges.
It is very difficult for company to implement a proper development process so it is essential that
organisation is analysing its needs and wants in order to successful implement development.
What leadership styles are required for the situation?
It has been analysed that transformation leadership style will be more effective for
growth and development of organisation. Transformation leadership will help in transforming as
well as converting skills and potential of employees in such a manner that respective company
could active set goals.
What is the role of the leader in managing organisational change?
Leaders play crucial role in managing organisation changes as well as achieving desired
outcomes (Brazier, 2014). Leaders focus on setting clear and specific vision for employees so
that they can focus on their work and performance. Role of leader includes motivating as well as
influencing employees so that they can achieve desired goals of organisation.
What actions / behaviours/ changes are required of the staff/team to cope with the change?
It is important that staff member have positive behaviours towards adopting changes.
When employees and staff member have required capabilities to cope up with changes and adopt
changes. This will support in achieving various opportunities of market as well as enhance
performance of employees.
What new knowledge, skills and capabilities are required to meet the challenge?
It is significant for organisation and its employees have required skills, knowledge and
capabilities in order to resolve the challenges that is faced by respective company. Employees
needs to have technical knowledge so that they can easily adopt the changes related to
technology and develop performance. Leaning skills and capability of employees will be very
supportive is dealing with the challenges that is faced by organisation.
What timelines need to be considered?
For successful implementation of changes as well as overcomes challenges respective
company will required time frame of 6 months. This will be sufficient time to conduct all
activities and successful achievement of set goals (Mayer, Orlandini and Umbrico,2016).
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What material resources are required?
There are several resources that will be required by organisation to transform business
activities in effective manner. The major resources that is necessary for IBM company is highly
talented employees. Infrastructure and technology of organisation will support in smooth
conducting of business task and timely achievement of set targeted
What organisational capabilities are required?
Organisation capabilities includes all those factors that is helpful in successful
implementation of changes and development of business (Sharma, Conduit and Hill, 2014). It is
significant that IBM company has requirement capabilities such as talented or knowledgeable
workforce, strong customer relationship as well as competitive advantages over other rival
companies.
Assessment Task 5
TASK A
What are the organisation’s current strategic plans and values?
Organisational current strategies plan includes complete focus in employee. IBM
company wants to enhance the relationship of employees with organisation in order to
engagement employees with business task.
What direction/s is the organisation heading towards?
This organisation is heading towards development of employees for their personal as well
as professional growth. This will support in improving their performance and help company in
gaining competitive advantages
What will be the key benefits of the PD program for training staff?
PD program developed by company for training staff will support in identifying
requirement of employees what needs to be developed. Though this company will be able to
determine specific areas of development.
How can you share this direction with people and encourage them to participate?
Direction can be share by effective communication and this will support in encouraging
them to participate with business task. Respective company can use different communication
methods in order to direct properly.
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TASK B
How the organisational change will impact on the task, technology, people, and/or
structure
Changes in organisation will lead to implementation of new and advance technology and
improving the efficiency of employees to conduct task. Organisational changes will lead to
improve capabilities of people and adoption of new structure.
Description of the potential forces for and against change
Potential forces of change will lead to have impact on modification and changes in
organisation (Predişcan and Roiban, 2014). Potential force such as external factors will lead to
increase uncertainty in business. This force can work against as changes in respective company.
Role of leadership in managing the change and building an effective workplace culture
Leaders will focus on developing better relationship with employees which will help in
managing changes with organisation. Leader's role is to influence employees and this will help in
creating positive and effective culture of workplace.
Identify the most appropriate leadership style
It has been determined that transformational leadership style will be most effective for
this company and support in learning or development of staff members.
Identify measures to manage the resistance to change
There are different measures that will support in managing the resistance to changes. This
company needs to identify the root that is causing resistance to changes in organisation.
TASK C
Describe how communication and learning solutions can reduce or eliminate problems and
risks
Communication and learning solutions would lead to make smart decisions in order to
reduce problems in IBM and would result in effective information flow for dealing with
problems.
Process to develop effective communication and learning solutions to reduce or eliminate
problems
This company needs to use effective communication process which includes proper
understanding of message and receiving proper feedback (Austin and Pinkleton, 2015). Learning
solution such as training though different methods will help in reducing problems.
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Identify one formal and one informal learning opportunity for the team.
Formal learning approach for team is action learning which includes learning through
individuals. An informal learning opportunity include seminars and guest speakers.
Identify one communication solution for all team members throughout the operational
change process
In operational process of IBM is active listening as it would be beneficial for all team
members.
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REFERENCES
Books and Journals
Guluta, M.C. and Rusu, C., 2016. Leadership styles and managerial behavior in Romanian
companies. Polish Journal of Management Studies, 13.
Bosiok, D., 2013. Leadership styles and creativity. Online Journal of Applied Knowledge
Management (OJAKM), 1(2), pp.64-77.
Aguinis, H. and Bradley, K.J., 2014. Best practice recommendations for designing and
implementing experimental vignette methodology studies. Organizational Research
Methods, 17(4), pp.351-371.
Sammut‐Bonnici, T. and Galea, D., 2015. PEST analysis. Wiley Encyclopedia of management,
pp.1-1.
Goleman, D., Boyatzis, R.E. and McKee, A., 2013. Primal leadership: Unleashing the power of
emotional intelligence. Harvard Business Press.
Prochaska, J.O., Redding, C.A. and Evers, K.E., 2015. The transtheoretical model and stages of
change. Health behavior: Theory, research, and practice, pp.125-148.
Clark, P.G., 2013. Toward a transtheoretical model of interprofessional education: Stages,
processes and forces supporting institutional change. Journal of interprofessional
care, 27(1), pp.43-49.
Whitley, R. and Glaser, J. eds., 2014. Organisational transformation and scientific change: The
impact of institutional restructuring on universities and intellectual innovation. Emerald
Group Publishing.
Stone, R.J. and Stone, R.J., 2013. Managing human resources. Wiley.
Redmond, S.A. and et.al., 2015. A brief introduction to the military workplace
culture. Work, 50(1), pp.9-20.
Le, B.P., 2015. Academic library leadership in the digital age. Library Management.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Brazier, A., 2014. Organisational change. Loss Prevention Bulletin, 239, p.3.
Mayer, M.C., Orlandini, A. and Umbrico, A., 2016. Planning and execution with flexible
timelines: a formal account. Acta Informatica, 53(6-8), pp.649-680.
Sharma, S., Conduit, J. and Hill, S.R., 2014. Organisational capabilities for customer
participation in health care service innovation. Australasian Marketing Journal
(AMJ), 22(3), pp.179-188.
Predişcan, M. and Roiban, R.N., 2014. The main forces driving change in the Romanian
SME’s. Procedia-Social and Behavioral Sciences, 124, pp.236-245.
Austin, E.W. and Pinkleton, B.E., 2015. Strategic public relations management: Planning and
managing effective communication campaigns. Routledge.
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