Running Head: MEMO f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f 1
MBA 687 Module Seven Memo
MBA 687
SNHU
MEMO f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f 2
To: Mr. Jon Doe, Leadership team of Singaporean Software Solutions
From:Mala Arguello, Human Resource Consultant
Date: May 05, 2022
Subject: The need for model leadership behavior in the organization
Dear Sir,
In change management processes, the role of leaders is of paramount importance. They can
serve as the agents of change and influence their subordinates to be a part of the change
management process. It is vital for leaders to understand how they can lead change so that the
success of the change management process can increase (Zel, 2016). The memo has been written
emphasizing the need for model leadership behavior during the time of change. Additionally, the
role and contribution of the human resource team as a facilitator have been identified so that the
change management process can be carried out in a smooth and streamlined manner.
Model leadership behavior during organizational change
While introducing change in the organization, certain leadership behaviors can play an
instrumental role in driving the change process. The members of the leadership team at
Singaporean Software Solutions need to focus on specific aspects so that they can serve as role
model during the change process. For instance, an effective and transparent communication
network must be established so that all the key stakeholders will be in the loop throughout the
change process. Ineffective communication acts as a major barrier and hampers the change
management process (Gelaidan et al., 2017). Similarly, the leaders need to demonstrate their
commitment and extend adequate support to the staff members throughout the change process. The
MEMO f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f 3
leaders need to motivate the employees so that they can be a part of the change process and they will
have the confidence to take up the responsibilities that have been given to them. Successful change
leaders are the ones who are able to model important leadership behaviors such as adaptability,
flexibility, confidence, and self-belief across the organizations at all times, including when change
is taking place (Garza et al., 2014). f
Leaders can play a proactive role in inspiring the workforce to cultivate and nurture an
environment where knowledge sharing is encountered. They can facilitate the sharing of
knowledge by creating a sense of trust throughout the workplace, leading by example, and
acknowledging and recognizing individual ideas. Similarly, leaders can also ensure that the
knowledge network within the organization is expanding by creating opportunities for the staff to
share their knowledge with others. The leadership style (such as transformational leadership) that is
adopted by the leaders can also play an instrumental role in motivating the staff to share knowledge
(Chaman et al., 2021).
Role of leaders to coach and mentor employees f
During change management, leaders can play a key role to coach and mentor the members
of the workforce so that they can transition through the change process. Some of the key elements
that leaders must emphasize are regular and transparent communication, addressing the
apprehensions and concerns of the staff members, and creating an opportunity for the personnel to
learn and grow. It is vital to understand that a change leader is different from a stakeholder of
change in many ways. A change leader is responsible for guiding a team or group of individuals so
that they can transition throughout the change process. Change leaders play an instrumental role
during change since they lead and steer the direction of the change management process (Bamidele-
MEMO f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f 4
Sadiq, 2018). The stakeholders of change, on the other hand, are the individuals or groups that are
influenced and impacted by the change process.
Role of HR as a facilitator for change
The human resource department plays a cardinal role during the change process since it can
act as the change agent and aid in the successful accomplishment of the intended outcome in the
organizational setting. It is fair to expect the HR function to lead the change management process
instead of acting as the facilitator of change since it can lead change by serving as an advocate for
employees during change and bringing about alignment in the new and changing environment. HR
can offer assistance to internal members of an organization when diverse kinds of changes are
taking place (El-Dirani et al., 2019). The role of a change facilitator is different from that of a
change leader. While a change facilitator provides assistance to the workforce to adapt to change, a
change leader provides direction so that change can occur in an efficient and smooth manner.
Thanking You
References
MEMO f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f f 5
Bamidele-Sadiq, M. (2018). Leading the Change with Six Images of a Change Leader. Westcliff
International Journal of Applied Research. 2. 18-23. 10.47670/wuwijar201822MBS.
Chaman, S., Zulfiqar, S., Shaheen, S., & Saleem, S. (2021). Leadership styles and employee
knowledge sharing: Exploring the mediating role of introjected motivation. PloS one, 16(9),
e0257174.
El-Dirani, A., Hussein, M. M., & Hejase, H. J. (2019). The role of human resources in change
management: An exploratory study in Lebanon. The Journal of Middle East and North Africa
Sciences, 5(6), 1-13.
Gelaidan, H. M., Al-Swidi, A., & Mabkhot, H. A. (2017). Leadership behavior for successful
change management. Global Encyclopedia of Public Administration, Public Policy, and
Governance, 1-6.
Garza Jr, E., Drysdale, L., Gurr, D., Jacobson, S., & Merchant, B. (2014). Leadership for school
success: Lessons from effective principals. International Journal of Educational
Management.
Zel, U. (2016). Leadership in Change Management. In Organizational Change Management
Strategies in Modern Business (pp. 272-288). IGI Global.
