Interview with leader An

5

Interview Pitch

Anthony Johnson

Capella University

Professor: Rod Hagedorn

FPX4012

August 1, 2022

Interview Preparation

Intended Purpose of the Interview

The interview aims to understand a broader perception of organizational change and its impacts on the organization's diverse stakeholders. The interview will establish how leaders can connect various cultures and expertise levels to recognize and generate the overall outcomes that suit the best interest of all principles. Besides, the interview will look at how the leaders can bridge the gap between diverse stakeholders and the organization by meeting the needs of the individuals involved while simultaneously accomplishing the organization's complex core values and talent following the contemporary business environment and the changes that come along.

Numerous strategic leadership objectives are used to define the independence of an organization. Also, leadership development tactics and styles play a vital role in ensuring the organization structure is based on good relations between the organizational stakeholders and the interest of the efficiency and effectiveness in organizational operations (Self, Armenakis & Schraeder, 2017). As such, the interview will intend to acknowledge from the two leaders how an organization leadership can use the understanding of knowledge values with the use of critical self-analysis of today’s business environment to intrinsically build and lead their followers through successful organizational changes without encountering resistance barriers.

Successive organizational changes or transformations require effective leadership. In essence, organizational change is a process that entails the use of a new organization’s systems and the institutionalization of new strategies to offer entirely new or different outcomes. The major responsibility of leadership is to ensure the organization has all the necessary elements, such as talented employees, new strategies or approaches, and leadership skills to initiate the changes (Stensaker & Meyer, 2022). The leaders must also clearly understand their organizations before implementing the new transformation. As stated earlier, organizational change is a complex process that requires highly skilled leadership. As such, the topic selection follows the need to share the insights or nature of the process. The interview intends to share the knowledge and skills regarding a successful organizational transformation. Through the interview of the two leaders, the provided information will shed light on the roles the organizational leadership plays during the organizational changes or transformation. It will help to give a sense of the expected implications when selecting and developing leaders to lead the organization towards significant changes.

Level of Leadership to be interviewed

The level of organizational leadership that I will be interviewing is the management level. I will specifically base my interview on Middle Executive Management. It would be much easier to reach the middle executive managers than the top executives because they are always busy and not on the organization’s premises. It may therefore consume more time for the interview to get completed. The subject will be change leaders, specifically on personal Mastery.

Schedule Outline for the Interview

	Names	Titles	Time	Date
First Interview	Craig Kartes (Starbucks)	Program Management	2nd Oct, 2022	1.30 pm
Second Interview	Donna Morris (Walmart)	Chief People Officer	3rd Oct, 2022	1.35 pm

Interview Questions

· Why is the process of organizational changes important to the organization and the stakeholders involved?

· How many types of organizational changes exist and do they have priorities against each other or depending on the organization?

· What strategies should an organization consider when initiating organizational changes or transformation?

· What are the possible barriers and remedies a leader is more likely to face during the process of organizational changes?

· How can a leader strategize and prepare his followers to engage them in the organization changes process?

References

Self, D. R., Armenakis, A. A., & Schraeder, M. (2017). Organizational change content, process, and context: A simultaneous analysis of employee reactions. Journal of change management, 7(2), 211-229.

Stensaker, I. G., & Meyer, C. B. (2022). Change experience and employee reactions: developing capabilities for change. Personnel review.