Leadership Management

Leadership Development And Organizational Change

For many organizations, Leadership development and organizational change be likely to be top priorities. Leadership development and organizational change. Various organizations struggle because of a lack of leadership development and organizational change. The reason behind the same is that they treat both leadership development and Organizational change as different rather than interdependent challenges. For better communication and growth, organizations should coordinate their leadership development and organizational change effort, considering them as same.

What is Leadership Development?

Leadership development refers to the business activities that enhance the skills, capacities, and confidence of leaders. Coaching and mentoring are the two forms of leadership developments to guide the leaders in handling the complex programs easily. 

The accomplishments of leadership development areheavily based on the quality of the programs, level of support and acceptance from higher-level management, and the characteristics of a person.

Leadership development is a customary process to plan the future with a motive to produce exceptional leaders to acquire senior positions in case of any vacancy. Exceptional performers are typically recognized for leadership development programs.

What is Organizational Change?

Organizational change is the process in which the organization changes its management structure to influence change within the organization and also the effect of the same on the organization. Organizational change is often termed as Management change^[1] which can be continuous or for a definite period.

Organizational change is termed as the process of extension, reduction, and transformation within organizational management. Organization change quite progressively. In Organizational change, the organization may

• change their plan of action or objectives,
• can initiate new products or services,
• change the pattern of buying and selling,
• change their way of working or technology used, 
• Can shut down their departments,
• New recruitments
• Merger or takeover with other organizations.

Types of Organizational change

Organizational changes are of 2 types-

1. Reactive Changes:

Reactive changes are the changes that occur when forces drive the organization to execute change without delay. Reactive changes occur when the request is made by the forces and the same is executed passively.

2.   Proactive Changes:

Proactive changes are the changes that occur when some elements are noticed, and the organization thinks and finally decide that implementation of a particular change is necessary and further it is introduced in a planned manner.

Importance of leadership development and organizational change

In every organization, it is required to perceive, develop, and execute the most suitable change where not only leadership but competent leadership is required. The second important thing to be considered is what kind of understanding, expertise, technique, and capabilities are required from a superior to bring leadership development and successful organizational change.

It is very important to know the interconnection and relation between leadership development and organizational change and to know about the areas of concern. While discussing leadership development, expertise admits that organizational change is a process in which a most advisable and acceptable future form of an organization is recognized and standard procedure is decided to get this new shape.

For successful leadership development and organizational change, below are the key points that are required-

• A creative leadership with an inventive approach is required.
• A good and presentable approach of a leader can increase the chances of success.
• The position of leadership shall be well defined and scrutinize based on its proficiency and characteristics to address the different organizational issues.
• Scholars present leadership theories and styles to handle and manage different organizational situations.

Key elements of Leadership development and organizational change

The key elements of leadership development and organizational change are a bit different and may vary from organization to organization. The key elements for leadership development and organizational change are-

1. Proper communication– For a successful project action and organizational change a clear communication of why the change is taking place is essential. Leaders should interact with their staff and explain the benefits of the new initiatives taken by the organization. A Proper discussion of each individual’s role in the project and why the change is necessary will give them personal accountability to overview the important points.
2. Keep aligned with the department-Leaders are required to support their team by providing empathetic support by keeping everyone’s position with the objective. For leadership development and organizational change, it is required to communicate with the team members and keep them aligned with the department and the working culture.
3. The Willingness of the Team members-For a successful leadership development and organizational change, team members should dedicate their time and their efforts to work with those who are keen to do perform their part.
4. Accountability-Holding staff accountability is an important part of organizational change. It is important to promote accountability and setting high expectations which creates a sense of responsibility.

Why organizations need Leadership development and organizational change?

Every scholar and expertise has its perception and way to discuss the importance of Leadership development and organizational change. Some scholars are of the view that it is good for successful business and sustainability while others are of the view that organizational change can give a cutthroat competition in this era of high competition are necessary for survival.

Every organization needs a planned change for leadership development and uplifting the standard of the organization. For the same, the management puta calculative effort to make strong leadership development and organizational policies. For an organizational change,a structured approach is required which is completely based on the vision of the leader.

Organizational Changes may influence the strategies, tasks, or working criteria within the organizations. Changes of the organization depend upon the nature of the organization. Organizations may adopt small changes or go deep towards the organizational changeover which requires the changes in expansive scale. For leadership development and organizational change, it requires a strong engagement of all the people to work together for achieving a particular vision.

Steps required for effective leadership development and organizational change management

Organizational change helps in implementing effective leadership development. Organizational change has been expanded over time to provide a good layout in approach. Certain critical steps required for effective leadership development and organizational change management are-

1. Increase top priority-Top priority can be increased by creating a new vision and by creating a compulsory story. Raising top priority is the first and foremost step for effective leadership development and organizational change management.
2. Build a lead team-For effective leadership development and organizational change, it is very important to build a leadership team that is fully engaged to the change management. The leader should keep a good analysis of people appointed for building a good team.
3. Get the innovative vision-For every person involved in the organizational change it is required to have an innovative vision that will direct them into the new direction.
4. Communication for purchase-Once a vision is developed and has been communicated within the organization, the very next step is to develop a communication strategy by keeping it very simple and easy to understand.
5. Authorize actions-Actions are authorized to remove all the barriers. Removing the barriers helps the organization in recognizing excellence, promoting optimism, and helps in building confidence.
6. Create small wins-Recognizing the short-term wins creates confidence and faith in the team. The leader should consider the achievements that are meaningful to others. Small appreciations help in achieving long-term goals and keep the person motivated.
7. Do not slow down the working-The team should work in such a way to make the vision a reality by speeding up the work process. They should keep a constant look for ways to speed up the work and should not slow down the working.
8. Implement the changes and stick to it- The organization should be supportive enough to provide a good culture, atmosphere. A supportive organization increases the scope of working and finds the root of the new ways of execution.

Connectivity between leadership development and organizational change

Leadership development and organizational change are very interrelated. Strong leadership supports and motivates the employees to apply effective changes in the organization. Vision and innovative approach are the key elements of the leadership development and organizational change.

Common obstacles faced in leadership development and organizational change?

The common obstacles faced in leadership development and organizational changes are-

• Employee refusal to accept
• Communication failure
• Insufficient time devoted to the trainee.
• Staff movement during the changeover.
• Cost outreach budget.

Role of leader’s for managing Leadership development and organizational change

The leader takes into consideration the obstacles faced with leadership and organizational change and plays a critical role in handling the organization’s problem.

• For resisting the employee, the leader helps the organization the relationship with the teammates. Ask frequent questions with the employees and make changes as per their needs.
• Leaders keep a proper check on the staff movement and engage the team by involving them in different works.
• Interacts with the employee properly and cut down the communication barrier.

How Enterslice helps in leadership development and organizational change?

• Enterslice through Business plan provides a strategic business model to its client.
• As a legal consultant and advisor, Enterslice helps in focusing on how the organizational teams will get affected because of the organizational change.
• Enterslice helps its clients in transforming how the organization operates.    

What is the relationship between organizational change and organizational culture?

Organizational culture is termed as shared norms and beliefs of an educational library. The organizational culture expresses itself through representation, rites, and rituals.

However, Organizational change is the process in which the organization changes its management structure to influence change within the organization, and also the effect of the same on the organization change in an organization creates uncertainty and is complex.

How visionary and innovative leadership relates to successful organizational change?

The businesses are based on strategies and the strategies are made by the organization by taking into consideration the present and considerable factor into an account. Now with the rapid change in technologies, the success of an organization depends on better preparation for the future,and for the same, the leaders shall see the need for change for organizations to survive and what visionary and innovative measures can be taken for a successful organizational change.

What are the reason for leadership development and organizational change?

For leadership development and organizational change, every organization undergoes a period of modification that can cause difficulty and uncertainty. To be successful, organizations must hold many types of change. Businesses must enhance the production technologies, analyze, and create new products desired in the marketplace, execute new administrative systems, and improve the employees’ skills.

What can be the loopholes in leadership development and organizational change?

• Employee refusal to accept
• Communication failure
• Insufficient time devoted to the trainee.
• Staff movement during the changeover.
• Cost outreach budget.

Conclusion

Leadership development and organizational change is the process in which the organization manages the activities of each and every department. At all levels of hierarchy different forms of leadership styles should be developed. Apart from this, there is scope for improvement in an organization. Such aspects are known as organizational change. From the above it can be stated that leadership development and organizational change is required for all forms of organization.