1. Explain The Role Of Culture In Leading Organizational Change Analysis

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1. Identify specific character traits a leader must possess to lead organizational change. The most important character trait an effective leader must possess is trustworthiness. No matter how competent a leader may be, they will not get very far if their team does not have confidence in them.
2. Describe five barriers to leading organizational change. This term, I have learned that change isn 't easy. It is one of the biggest differences between organizations. The ability to successfully change is the reason why some can transform, while others remain stuck. The following five barriers must be broken down if change is to be implemented successfully. Lack of Good Leadership: it is one of the most common barriers often ignored. With a lack of
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Explain the role of culture in leading organizational change. First and foremost, organizational culture can influence the success or failure for change. Assessing the culture can help determine the root cause of problems. It also offers awareness of the extent to which its members are prepared to accept and follow through with the …show more content…
Create a plan for leading organizational change. To effectively manage change, people need to understand what the change will be and why. The more detailed information they have about the vision for the change, the better they will understand the need and will most likely not resist the progression towards the change. The plan should include the following. Management show of support - this helps the employees develop a comfort level when they see management supporting the process. Communicate the Change - being proactive in communications can make the employees feel like they are a part of the process. Employee Involvement - the process should involve employees at some level. The organizational change needs to be explained and communicated, especially the changes that will affect the employees. Implementation – there should be a timeline for the implementation and clear communication regarding the rollout. Follow up - it is always good to follow-up after an implementation, as well as an assessment of how the change was delivered, processed, and if it was successful. Management should acknowledge what worked or didn’t, making the necessary adjustments until the desired result is

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