Many organizations today are consistently revolving. They are faced with numerous challenges resulting from the development of new technologies, employee demographics and the instability of both domestic and global financial markets. The ability to quickly and adequately adapt to these environmental challenges has become a crucial factor for the success of the organization. As a result, the organization’s no longer depends on its production facilities or financial strength, but rather on its capacity to embrace change (Peus et al., (2009). For change initiative to be successful, leaders must possess strategic vision, communication process, values, and actions that will enable them to execute the plan. (Urhuogo, & Williams, 2011).
Role of …show more content…
Some leaders approach change based on the public perceptions. What will determine the organization success in implementing the plan, will depend on how it approaches its novel ideal (Urhuogo, & Williams, 2011). Scholars claimed that the degree to which employees embrace transformation is largely dependent on their trust in their leaders, especially when change initiative is crucial for employees’ (Peus et al., (2009). No matter how different leaders are in their approaches, the main focus is to first understand the bottom line as the right target – focus everyone’s energy on a compelling vision. “Transformation is about going somewhere.” For instance, if you and your followers don’t know where you are going, your leadership does not matter. The role of the leader is to establish a strategic vision, core values and actions in change leadership. Vision builds trust, mutual responsibility, collaboration, interdependence, and motivation for success. Vision helps individuals make smart choices, because their decision are made with the end result in mind. The vision provides guidelines to lead people at the right target, with a significant purpose, and clear values. The ultimate responsibility for maintaining change remains with the leaders and cannot be delegated to others (Blanchard, …show more content…
Organizations have vision statements, but most of them same irrelevant when you look at the organization and its future. The purpose of the vision is to clearly create an aligned organization where everyone is working together to achieve the same desire goals. Vision starts with leadership. Individuals look to their formal leaders for vision and direction, while leaders involve individuals in shaping direction. Vision defines the organization values and purpose. For example, President John F. Kennedy articulated a vision for the future to place a man on the moon by the 1960s, and bring him home safely, when technology was not even invented to accomplish it (Blanchard, 2010). To avoid, or reduce resistance that may arise from implementing new changes, leaders need to involve employees in the change process. Employees may be open to change if they are given the opportunity to contribute and participate in the process. Once employees are introduce to changes that may occur in the future, they may be more likely to accept the changes because they have been informed about it in advance. By informing employees of change initiatives, the leadership team will be preparing the minds of employees for the changes when the time to launch the innovation arrives. Allowing employees contributions to change initiative creates a
Role of …show more content…
Some leaders approach change based on the public perceptions. What will determine the organization success in implementing the plan, will depend on how it approaches its novel ideal (Urhuogo, & Williams, 2011). Scholars claimed that the degree to which employees embrace transformation is largely dependent on their trust in their leaders, especially when change initiative is crucial for employees’ (Peus et al., (2009). No matter how different leaders are in their approaches, the main focus is to first understand the bottom line as the right target – focus everyone’s energy on a compelling vision. “Transformation is about going somewhere.” For instance, if you and your followers don’t know where you are going, your leadership does not matter. The role of the leader is to establish a strategic vision, core values and actions in change leadership. Vision builds trust, mutual responsibility, collaboration, interdependence, and motivation for success. Vision helps individuals make smart choices, because their decision are made with the end result in mind. The vision provides guidelines to lead people at the right target, with a significant purpose, and clear values. The ultimate responsibility for maintaining change remains with the leaders and cannot be delegated to others (Blanchard, …show more content…
Organizations have vision statements, but most of them same irrelevant when you look at the organization and its future. The purpose of the vision is to clearly create an aligned organization where everyone is working together to achieve the same desire goals. Vision starts with leadership. Individuals look to their formal leaders for vision and direction, while leaders involve individuals in shaping direction. Vision defines the organization values and purpose. For example, President John F. Kennedy articulated a vision for the future to place a man on the moon by the 1960s, and bring him home safely, when technology was not even invented to accomplish it (Blanchard, 2010). To avoid, or reduce resistance that may arise from implementing new changes, leaders need to involve employees in the change process. Employees may be open to change if they are given the opportunity to contribute and participate in the process. Once employees are introduce to changes that may occur in the future, they may be more likely to accept the changes because they have been informed about it in advance. By informing employees of change initiatives, the leadership team will be preparing the minds of employees for the changes when the time to launch the innovation arrives. Allowing employees contributions to change initiative creates a