Leadership Change Management

Question: Discuss about theLeadershipfor Change Management. Answer: Introduction Lewin identified the change that is used in a process in 1947. He identified that the change in process has three phases. Firstly, the change needs to be accepted in the organization, which means that the employees need to embrace the changes and work accordingly to benefit in the future. Secondly, the employees of the organization have to move on with the new changes that are being implemented in the workplace. The employees mostly fear this phase as it leads to shifting from their personal comfort zones. Thirdly, one the above phases are completed in the organization, employees tends to follow it as it forms a part of their routine process (Cameron Green, 2015). Leaders as Change Agents A successful leader is the one who have the authority to control a certain number of people and achieve the goal or the objective within the stipulated period. They are responsible for the welfare and the development of the organization (Hayes, 2014). A successful leader needs to have some traits such as self-confidence, realism, ambition, drive, an active learner, innovativeness and dedication. These traits help in defining a successful leader as it helps in bringing the team closer and work effectively by taking quick decisions. For a leader to be successful in the organization, they need to have the persistence and constantly adapt themselves to new innovative techniques that will help in reducing the workload (Della Torre Solari, 2013). Change management is one of the main factors in the business leaders of the recent world. They need to be visionary, skillful and motivational to execute the necessary changes in the organization. The leaders can implement changes in the workplace by following the eight necessary steps that will help in change management effectively. The first step is the increase in the urgency of the change. The leaders need to identify the changes that are urgently required for the organization to work efficiently (Barker, 2016). The second step is to develop a team that will guide the change process. The leader needs to identify the people who are willing to adapt to the changes and have the power to influence the change drive amongst their colleagues (Bridges Bridges, 2017). The third step will be to get develop the vision that will motivate the employees to work efficiently for the organization. This will help the organization, as the productivity levels will increase largely (Jeston Nelis, 2014). The fourth step is to communicate the change in the process within the organization. This can be done by maintaining a proper communication pattern, which will allow the employees to provide feedback as well. The fifth step will help in making sure that the action is put in place in the organization. This can be done by minimalizing the barriers and building confidence of the employees to work under the change that has been made. The leader needs to promote optimism in the workplace so that the employees remain motivated at all times (Stark, 2015). The sixth step is to create the system of rewards on a short-term basis, which will help the employees to work hard and gain momentum in the organization. The reward system needs to be honest that will help in building the motivational factor in the employees (Cummings Worley, 2014). The seventh step has to be the motivation that the leaders can provide to their employees in their organization. If an employee cannot perform on a regular basis, then the leader needs to identify the problem and help them to overcome the problem. The eighth step is to ensure that the changes, which are implemented in the workplace, are strong so that the organization can work efficiently to get the desired output from the employees (Booth, 2015). Implementing the Plan in any Organization In an organization, the leader needs to see that the plans are being implemented in a proper manner. The first step can be implemented by creating a proper narrative by the leader that would convince the employees in the organization in successfully carrying out the change. The second step can be implemented in the workplace by forming a team or group who has shown their enthusiasm in accepting the change in the workplace and has different skills. This can be done through lobbying and putting the complete faith and trust in the group, which will help the leader in ensuring that they do the tasks that are assigned to them (Jeston Nelis, 2014). The third step can be implemented by setting a proper vision, which will help in carrying forward with the regular work that the employees do in the organization. The vision needs to articulate in nature, which will help in grabbing the attention of the employees and precise. The leader needs to see that the vision that has been created is acting as a motivational force for the employees in the organization. The fourth step will help the leader to communicate in a better way with the employees. The communication pattern needs to be horizontal and vertical, which will help the leader to get feedbacks from the employees with respect to the level of performance associated with the change in the process. The communication needs to simple and free from grapevine (Bridges Bridges, 2017). The leader can do the implementation of the fifth step by identifying the employees who can change the attitude of the colleagues in the workplace. The leader needs to consider the feedbacks as necessary informations, which will lead them to take better decisions so that the employees can be engaged in the organization. The fifth step can achieve full utility if the leader introduces the reward systems in the workplace. This will give an opportunity to the employees to work hard for the organization to stand out among the other employees. The rewards need to be short-term in manner and attractive, which will motivate the employees to achieve more than the target that has been set for them. The leader needs to implement the reward system by offering bonuses to the employees, which will be meaningful for the employees (Stark, 2015). The leader needs to guide the employees in the right way so that they can remain dedicated to their workplace. If the employees feel that their work is not being rewarded, they will tend to leave the organization. The leader needs to act as a motivator for them so that the employees will strive to achieve the desired output (Kuipers et al., 2014). The leader needs to look after all the problems and the queries that are present in the organization and is hampering the level of work of the employees. The eighth step can be implemented by explaining the employees about how the new change can bring opportunities in the workplace. This will also have an advantage as the employees may be willing to accept the change in the process. The leader can promote new videos in the organization, which will show the various impacts in the output levels of the different departments (Cummings Worley, 2014). Conclusion Thus, it can be concluded that the leaders need to possess certain qualities so that they can manage the organization in a better way. The leaders need to follow these plans, as it will help them in gaining the confidence of the employees in the organization. The employees form the majority in the organization, as they are the reason for which the organization succeeds in the market. If they are not looked after properly, then the organization may fail in the competitive market. 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