Analysis of Business Bank Customer Services’ approach to change
leadership challenge
The change process in BBCS division was a direct result of the restructuring process
within the entire Barclays Africa, managing change transition.
2.1. The impact of leadership to change
For one to understand the challenges of the change process in BBCS, it is of utmost
importance to first understand the role and style of leadership within the division. Does
the leadership culture engages and energize employees in the division? What impact
does the leadership style have on the change process?
The kind of leadership a business unit has can make or break the change management
project.
The rigid nature of leadership style within the division was not set to take employees …show more content…
How change is approached is as important as
the leadership that drives the process. Change is usually unsettling to employees and
therefore requires a well thought through approach. This was the case within Business
Bank division.
According to Leon De Caluwe and Hans Vermaak’s (2004) change paradigms, the
approach to change by the division was through emergence as it lacked a thoroughly
worked out plan, but still had to emerge within the new division, as required by the
company-wide restructuring process. The challenge with this approach was that
leadership relied too much on human resources and financials allocations to drive this
process. There wasn’t a clearly defined end goal, which resulted in more complexities.
In essence from the beginning, management of the division lost control of managing the
change process, which eventually led to a chaotic and uncoordinated situation.
Figure 4: Why BBCS change failed as adapted from Kotter (1995)
Allowing too much complacency
Lack of urgency in ensuring that employees understand why change was necessary
encouraged the status quo to remain for a longer period of time. Also, the lack of
leadership challenge
The change process in BBCS division was a direct result of the restructuring process
within the entire Barclays Africa, managing change transition.
2.1. The impact of leadership to change
For one to understand the challenges of the change process in BBCS, it is of utmost
importance to first understand the role and style of leadership within the division. Does
the leadership culture engages and energize employees in the division? What impact
does the leadership style have on the change process?
The kind of leadership a business unit has can make or break the change management
project.
The rigid nature of leadership style within the division was not set to take employees …show more content…
How change is approached is as important as
the leadership that drives the process. Change is usually unsettling to employees and
therefore requires a well thought through approach. This was the case within Business
Bank division.
According to Leon De Caluwe and Hans Vermaak’s (2004) change paradigms, the
approach to change by the division was through emergence as it lacked a thoroughly
worked out plan, but still had to emerge within the new division, as required by the
company-wide restructuring process. The challenge with this approach was that
leadership relied too much on human resources and financials allocations to drive this
process. There wasn’t a clearly defined end goal, which resulted in more complexities.
In essence from the beginning, management of the division lost control of managing the
change process, which eventually led to a chaotic and uncoordinated situation.
Figure 4: Why BBCS change failed as adapted from Kotter (1995)
Allowing too much complacency
Lack of urgency in ensuring that employees understand why change was necessary
encouraged the status quo to remain for a longer period of time. Also, the lack of