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Transformational Leadership and Change Management Process

Excelsior College

Organizational Behavior

Tremayne Sanders

I. Introduction

A. Topic - Transformational Leadership and Change Management Process

B. Issue – Individuals are hesitant to change when it is easier to do things the same as you always use to.

C. Thesis Statement- Change isn’t an easy transition for anyone. But with a clear-cut vision of the future, goals, timeline, and responsibilities in place. This process can be made simple.

II. Human Resource’s Role in Change Management

A. The culture is the heartbeat of the company. You must make the first impression a lasting one. This the time to show a new employee exactly how the business runs. His let tell the individual know it is a way of life at work instead of thinking its words on a piece of paper. Showing the mission Statement and watching workers perform in that matter speaks volumes to new recruits.

B. Take the time to train workers instead of only stating what is coming. This gives hand on time to perfect the change in the organization. Real life training is way better than passing out manuals for individuals to read.

C. Human Resources should be informed early and set process goals. The earlier Human Resources has the chance to understand the process. Human Resources is equipped with the background and knowledge to effectively and efficiently manage changes large and small. They are change leaders, planners, educators, advisors, and participants (Halladay, 2018)

III. Transformational Leadership Style and Its Relationship with Change Management

A. The transformational leader can urge his followers to achieve more than the expected. Conger (2002) views transformational leadership as the leadership that goes beyond incentives for performance, to develop and encourage workers intellectually and creatively, as well as to transform their own concerns into an essential part of the organization’s mission (Alqatawenah, 2018).

B. Change Management: using the best ways to effect change in stages in order to achieve organizational objectives identified by the responsibilities defined (Bilal 2004).

IV. The Impact of Change Management

A. Realize change will not happen in a day. After small victories of change has been seen. More employees will let go of the past and follow suit. Change won’t happen until there is a real change in everyone in the company that produces a change in the neighborhood.

B. Positive experiences involving numerous changes are needed before people will learn to have a strong attitude toward change, to separate from the past habits, to give up the old mentalities and to be confident that the transformation will bring something better (Năstase M.,,Hotăran I., 2011, p.662).

V. Recipe for Change Management

A. The potential condition of the company must be clearly outlined and in purposeful aligned with the organization's complex goals. This must be in sync with the organization's values and belief systems.

B. Clear and transparent communication must happen on all parts of change management. All the way from the stakeholders, partners, managers, and employees. This communication flow must go in both directions. To ensure all employees know where they will fit in the organization during and after the change.

C. Everyone must be held accountable to enforce the new standards of the change management. This will keep all schedules and deadlines on track as the process unfolds. For this to happen you will need to punishments for not meeting the standard. Along with rewards for performing above your peers.

VI. Findings

1. Change starts at the top and filters down to the lowest level through communication and actions.

2. Ensure everyone knows and understands the Vision of the company. Roles and responsibilities need to be identified.

3. Use a Transformational Leadership Style to encourage individuals to put their best foot forward and perform their best.

VII. Conclusion

A. Following these steps and organization can change for the better of the organization, employees, and customers.

B. If every individual understands their roles and responsibilities and afforded the time to complete training. A little patience and great communication can help push a business to successfully complete the change in management. It takes everyone to do their part and being held accountable for their actions.

References

Halladay, Karen. “HR's Role in Change Management.” Environmental Health Perspectives, vol. 119, no. 2c, 2011, pp. 41–48., doi:10.1289/image.cehp.v119.i2c.

Nastase, Marian. “The Impact of Change Management - a Survey of Methods and Techniques for a Successful Change.” Mar. 2012, doi:10.1107/s0108270113015370/sk3488sup1.cif.

Royce, Paul. “Recipe for Change Management Success.” Endocrinology, vol. 156, no. 5, 2018, doi:10.1210/endo.2015.156.issue-5.edboard.