Critical Leadership Actions for Change

A leader is a crucial part of an organization because they harmonize the organization’s operations by designating duties and providing oversight assistance to the team to make sure they all understand what their role is. The leader is in a position to understand what each member can contribute to the team. An effective leader is crucial to the success of an organization. Therefore, naturally, the leader is a critical component in a change effort, and there are crucial actions they have to take to ensure that the change efforts do not fail. These actions include advocating for the change, leading the team by example, being decisive, communicating with the team, motivating the team, and ensuring accountabilityCritical Leadership Actions for Change.

The leader is responsible for advocating for the change. This ensures the change is well represented to the peers, so that its necessity does not die down due to lack of the required attention needed to ensure its success. It is the leader’s responsibility to keep the team geared toward effecting the change by ensuring each member is carrying out their duties as required (Hussain et al., 2018). This is why the leader needs to be passionate about the change to inspire the same attitude in the employees to make sure the change effort is effected promptly. Without a leader, the change will experience hindrances from a lack of interest from the team.

 

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The leader needs to lead the team by example. Therefore, they have to perform optimally to become the team’s role model to have references when attending to their input in the change. A leader must be willing to act first since they cannot afford to let people who look up to them be the first to take risks since they will lose faith in him. Pioneering the change ensures that the leader sets the example of how they want the change to be affected and also provides them with an experience of the challenges the team will expect, allowing them to guide the team through the challenges making the process efficient and unencumbered (Al-Ali et al., 2017). Critical Leadership Actions for ChangeLeading by example allows the leader to create consistency between the instructions they issue to the team and their actions.

A leader needs to be able to make decisions decisively. Decisiveness will allow the leader to control the change effort, even in uncertainty, giving the team reaffirmation of the change effort’s necessity. The leadership position affords them the ability to accept or deny ideas presented to them by the team, and they should be able to do so in the interest of the desired goal (Ahmad, 2018). The ability to make decisions makes sure that the team is only concerned with priority tasks during the change effort, so there is no conflict of interest. Quick and accurate decisions are important because they help the leader save time since the problems are solved faster so that all the stakeholders can resume their tasksCritical Leadership Actions for Change.

The leader needs to have effective communication whit the team. Communication is a crucial determinant of whether the change effort will be successful. The leader needs to create urgency for the change, and this can only be accomplished by communicating with the team to make sure that they appreciate the need for the change. The leader has to provide information so that all the stakeholders know their role in the change effort (Mansaray, 2019), ensuring that everyone feels they are part of the process. Therefore, the leader has to have good communication skills to convey the message concisely, which could create hindrances in the change effort.

The leader needs to motivate the team constantly. This will ensure that they are excited about the change effort because morale during the transition is necessary so that the change is not rejected, leading to failure. Encouraging the team to continue effecting the change is essential in maintaining the urgency because it creates a commitment to change. Leaders can ensure that they recognize exceptional performers in effecting the change with a reward that will effectively encourage the rest to improve their performance (Rahaman et al., 2020).Critical Leadership Actions for ChangeConstantly engaging the team will ensure that none of them are in a comfort zone to avoid stagnation. Since change can be challenging, the leader needs to reenergize the team so that the change effort continues.

The leader needs to ensure that there is accountability in their team. Accountability will ensure that the members are diligent in the work they do since each input can be traced back to an individual or group. The active role of a leader in the change effort ensures the team is productive in the change and all the members adopt the new change because there is always a tendency to revert to the old ways (Attah, 2017). Being the point of reference for the team, the leader has to play their role effectively lest any failures will be attributed to them for lack of proper leadershipCritical Leadership Actions for Change.

The leader is essential to an organization if a change effort is expected to be implemented. They are responsible for managing the team to ensure they attain the desired goal. The leader can be held accountable for not committing to their responsibilities since their actions are interconnected with the change effort’s eventuality. The six actions explained above are crucial if a leader expects to implement a change in their organization. Therefore, the ability to perform all six actions indicates that a person is a good leaderCritical Leadership Actions for Change.

 

 

References

Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge3(3), 123-127.

Al-Ali, A. A., Singh, S. K., Al-Nahyan, M., & Sohal, A. S. (2017). Change management through leadership: the mediating role of organizational culture. International Journal of Organizational Analysis.

Ahmad, A. B., & Cheng, Z. (2018). The role of change content, context, process, and leadership in understanding employees’ commitment to change: The case of public organizations in Kurdistan region of Iraq. Public Personnel Management47(2), 195-216.

Mansaray, H. E. (2019). The Role of Leadership Style in Organisational Change Management: A Literature Review. Journal of Human Resource Management7(1), 18-31.

Rahaman, H. S., Camps, J., Decoster, S., & Stouten, J. (2020). Ethical leadership in times of change: the role of change commitment and change information for employees’ dysfunctional resistance. Personnel Review.

Attah, E., Obera, V. A., & Isaac, S. (2017). Effective leadership and change management for sustainable development in Nigeria. International Journal of Public Administration and Management Research4(2), 37-42 Critical Leadership Actions for Change.

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