The Role of Leadership in Change Management
1. Introduction:
The Role of Leadership in Change Management
The unwanted change in almost any condition, mainly the downsizing, needs the most important quality of leading the way out and rise above; The quality of leadership. The literature suggests that the change is the derivative of the opinion that employees have of the higher management and their potential to lead. If a person has to lead effectively to change the situation, there are three major time frames where leadership is significant. Get ready for the journey, struggle through the swamp and the post arrival are the three mentioned important time frames. (Bacal, 2012)
1.1 The Role of Leadership
The difference between an employee and the leader is the perspective of the employee towards the formal leader of the company in the time of sudden change. The employee will look forward towards the leader with the abilities to swing through the change and come back to the normal position where the organization is stable. The most expected qualities by the employees in their leader are successful and rational plan, certain and efficient decision-making and usual, total contact that is well-timed. Apart from all the above skills, the employee will look at the leader for the support needed and the feeling that the leader is concerned about them and their well being. All this comes with a great responsibility for the leadership. The art of handling and making tough decisions is the most important quality a leader should posses. The summery would be that there is a bond between the team and the leader, the bond of trust. This bond of trust is the link between the present and the hope of a better future of the team and the organization; the stronger the bond the easier to cope with the tough decisions.
An inappropriate leadership in any organization gives the stale look to the trust in the people, the bond of trust between the employee and the poor leader turns into distrust. This unrest in the organization
The Role of Leadership in Change Management
The unwanted change in almost any condition, mainly the downsizing, needs the most important quality of leading the way out and rise above; The quality of leadership. The literature suggests that the change is the derivative of the opinion that employees have of the higher management and their potential to lead. If a person has to lead effectively to change the situation, there are three major time frames where leadership is significant. Get ready for the journey, struggle through the swamp and the post arrival are the three mentioned important time frames. (Bacal, 2012)
1.1 The Role of Leadership
The difference between an employee and the leader is the perspective of the employee towards the formal leader of the company in the time of sudden change. The employee will look forward towards the leader with the abilities to swing through the change and come back to the normal position where the organization is stable. The most expected qualities by the employees in their leader are successful and rational plan, certain and efficient decision-making and usual, total contact that is well-timed. Apart from all the above skills, the employee will look at the leader for the support needed and the feeling that the leader is concerned about them and their well being. All this comes with a great responsibility for the leadership. The art of handling and making tough decisions is the most important quality a leader should posses. The summery would be that there is a bond between the team and the leader, the bond of trust. This bond of trust is the link between the present and the hope of a better future of the team and the organization; the stronger the bond the easier to cope with the tough decisions.
An inappropriate leadership in any organization gives the stale look to the trust in the people, the bond of trust between the employee and the poor leader turns into distrust. This unrest in the organization
References: Accessed on February 9, 2012 ( http://odaustralia.org/documents/Surviving_the_economic_crisis_Version_1.pdf) Geoerge, B 2009, ‘the economic crisis will shape new leaders’, Business week, Accessed in February 8, 2012 (http://www.businessweek.com/managing/content/apr2009/ca20090428_472714.html) Ghosn, C & Ries, Ph 2005, ‘The Gaijin Who Saved Nissan: SHIFT Inside Nissan 's Historic Revival’. Accessed on February 9, 2012 (http://www.businessweek.com/magazine/content/05_03/b3916021_mz005.html) Jones, D 2003, Autocratic leadership works until it fails. Accessed on February 9, 2012 ( http://www.proquest.com.ezproxy.uow.edu.au) Kepes, B 2010, Training Employees to Learn: Best Practises. Accessed on February 8, 2012 (http://www.zendesk.com/blog/training-employees-to-learn) Kotelnikov, V 2010, Management Insight and Leadership Secrets of the Legendary Former CEO of General Electric: 25 Lessons from Jack Welch. Accessed on February 8, 2012 (http://www.1000ventures.com/business_guide/crosscuttings/cs_leadership_welch.html) Lewin, K 1939, leadership styles. June 13, 2010.Accessed on February 6, 2012 http://www.nwlink.com/~donclark/leader/leadst/.html. Maxwell, J 2007, the 21 Irrefutable Laws of Leadership. Accessed on February 7, 2012 (http://www.marshallcf.comassetsbook%20summariesthe%2021%20irrefutable%20laws%20of%20leadership-w.pdf) Solinsky, K 2003, ‘Creating a positive work environment’, Roswell, Vol. 3, No. 10. Accessed on February 9, 2012.