7-1 Memo: Model Leadership Behavior
SNHU MBA 687
Victoria LaPean
To: Company Leadership
From: HR Consultant
Re: Model Leadership Behavior
The purpose of this memo is to emphasize the need for model leadership behavior,
especially during crisis or times of significant change. I will also address that the role of HR is
that of a change facilitator, as opposed to a change leader.
Model leadership behavior provides an example for the employees and sets the standard
of how employees will be expected to act in the workplace. The leaders should display the
actions and behaviors that are expected by the employees during the times of change. There are
behaviors that should be encouraged throughout the organization, and especially during change.
Communicating properly and effectively is a big behavior that needs to be worked on throughout
the organization but will set a good foundation if done, especially during times of change. The
need to communicate and do so effectively will lead to the buy in of other employees, by
understanding the clear vision and why something is changing, rather than no explanation and
are expected to go along with it. Providing support for employees, again, should be done at all
times within the organization, but during times of change, it is needed just as much, if not more.
This can include sharing the updates on the project, or providing assistance/additional training to
support the vision and the employees career.
Change and transition are inevitable in any organization, but dependent on the
organization, they can be challenging and stressful for both leaders and employees. As a leader,
there is a need for the support and guidance of the team through change. A lot of this can be
accomplished by providing effective communication, and guidance, as well as maintaining a
positive workplace culture. A change leader is someone who has the knowledge and skills to help
an organization’s employees through a time of change. A stakeholder of change can be affected
by the changes that happen within an organization. The change leader, like previously stated,
needs to have clear effective communication and empower the employees during this time. This
will help the resistance the employees may have towards the change of the organization.
HR’s role should be there to support the employees during the time of change. This can
include increasing and assisting in the communication between leadership and employees. HR
can also assess the change readiness, as a whole. It is their responsibility to provide the structure
needed for the clear and effective communication to happen, and also to provide the tools and
resources needed for the change leaders to empower and help the employees, during this time of
change.
References
4 Ways to Provide Strong Leadership in Times of Change - Eagle’s Flight. (2022, January 10).
https://www.eaglesflight.com/resource/4-ways-to-provide-strong-leadership-in-times-of-
change/#:~:text=When%20leaders%20model%20desired%20behaviors
How can you support change and transition as a leader??(n.d.). Www.linkedin.com. Retrieved
July 7, 2024, from https://www.linkedin.com/advice/0/how-can-you-support-change-
transition-leader
Lewis. (2020).?ORGANIZATIONAL CHANGE : creating change through strategic
communication, second edition.?Wiley-Blackwell.
