The success of this phase needs the commanding and logical style of leadership. It requires a more demanding approach as it represents the moment of launching the plans and strategies for change and these must have a precise debut. This phase has to be managed through the commanding and logical styles as they consist of directing and explaining, and of doing and studying. The catalyzing phase involves inspiring, energizing, and assisting. The inspirational and supportive styles are most effective as these develop through exploiting opportunities of change in order to accomplish positive goals.
With Citigroup’s organizational culture it has guided employees toward the behaviors and attitudes that have put the company at risk. The company must revert to what is important that is the customers and focus on the core values of the organizations, and the vision of the organization. To change Citigroup’s organizational culture there needs to be a shared responsibility among the leaders of the company, managers, and employees. By having a shared responsibility will make Citigroup’s organizational culture more effective and productive. Having shared responsibility will allow each employee to achieve or accomplish his or her full potential, and acting with the greatest level integrity when dealing with one another, and customers.
First an organisation must recognise their need to change a current process, their equipment, structure or any other possible thing to change. This often require a catalyst to trigger the idea for change, its’ important that this catalyst is not the result of a detrimental event within the organisation and so any ideas to improve should be considered and if feasible implemented before potential problems
More recent conceptualisations of leadership include contingency theory (), and transformational leadership (). Each of these theoretical models has a contribution to make in forming a comprehensive understanding of the relationship between leadership and organizational change and we shall explore how adopting a definition for leadership or organizational change infers the role of the other. However we define leadership, the concepts of organizational change and leadership can be argued to be inextricably linked. If a leader was not able to effect any change within an organization then it is hard to imagine a way in which such a leader could be effective in their role. Thus organizational change is at the very heart of a leader’s role.
Goals The main goal of this position is to place the organization under a microscope and define areas of improvement and productivity. This position is directly in line with the mission of the organization because implementation of processes and monitoring the progress is essential to the growth and development. Exploring potential problems in practices and procedure can be useful to the infrastructure of the organization. Impact on Productivity This position has a direct impact on productivity as it sole existence is based on analyzing the controls in the organization and defining if they are productive in accordance to the mission. The employees who occupying these positions are motivated to fulfill the goals and mission, therefore, they are productive in their
This approach must know how to handle and resolve crisis when they arise. As a leader, they must show favorable behavior for the employees to mirror to have a favorable outcome. One common indicator of leader effectiveness is the extent to which the performance of the team or organizational unit is enhanced and the attainment of goals is facilitated (Yuki, 2010). Strengths The strength of the behavior approach in leadership is a situation arises, and they deal with it efficiently. Whether it is one or more issues at a time, they juggle each one to resolution.
This study has found leadership, communication and participation as three essential elements to managing resistance to change programs. All stakeholders such as leaders, suppliers and customers need to be involved for change initiative success. Transformational leadership creates important changes through inspiration to improve individual and group performance, therefore critical to effective organisational change. Transformational leaders that display emotional intelligence can expect a follower’s agreement and greater accomplishment compared to other leadership styles. A real life example of successful transformational leadership is included.
In addition, having both management and leadership are significantly important in any organization that wants to succeed. In today’s management role, one must implement the functions necessary to be successful. In particular, strong leadership is imperative for shaping an organization into a force that serves as a sustainable business advantage. Having a vision, the ability to articulate it, and having the necessary skills and resources to carry it out is a cornerstone of one’s organization. Furthermore, managers should establish the following within their units: valid performance standards; provide adequate information to employees; ensure acceptability; maintain open communication; see that multiple approaches are used.
In terms of process improvement initiative, assessment of organizational readiness to possible changes remains to be crucial in order to achieve success in a particular project. Actually, the outcomes of the assessment define the actions that are needed to take in personnel training, modifications in business processes, alterations in related activities as well as changes in beliefs and behavior. The solution that the business analyst applies should guarantee that it satisfies the agreements between the stakeholders, improves the core values of the business and does not oppose the structures of the organization. It is vital for the business analyst to explain the details of the most suitable solution to all stakeholders. In order to facilitate
It is vital for organization leaders and executive management to identify positive and negative changes and accordingly take necessary actions. Similarly, McClean (2005) believed that the leadership challenges are involved