Insan BLOG

Leadership role and responsibility in implementing change in organization

1. Organizational culture is the primary source of resistance to change a leader should understand the organization culture and then plan the change process.
2. The use of value based management model 0f 7-s model can be helpful in implementation of change by coordinating 7-s namely, shared value, strategy, structure, system, staff, style and skill. (MC Kinsey’s 7-s framework)
3. Leadership should determine clear decision making framework to ensure the organization has means and resources to achieve its goals.
4. Analyzing the change process through a experimental project  with the five factors such as project duration, the project teams performance ,integrity of management commitment, employee commitment and employee effort required to cope with the change that are essential to be implemented.
5. Change can be implemented through organizational transformation by ensuring succession planning initiatives are closely aligned to leadership and development and organizational vision
6. Ensuring that succession planning process occurs in such a way that it is in itself a transforming experience.

Drawbacks of implementation of changes in the organization.

Some the reasons why change initiatives fail to achieve their objectives are:

1. Absence of clear definition of what actually constitute organizational success
2. Lack of knowledge about changing situation in business environment.
3. Lack of integration between succession planning and leadership with organizational vision.
4. Toxic leadership performance.
5. Lack of planning premises and constraints, inadequacy of resources and means to implement the planned change process.

Toxic leadership and organization

Toxic /Bad leadership is one of the main reason we can point out for the failure to         implementation of change in the organization. “A Toxic leader is someone who has responsibility over organizations employees but abuses the leader –follower relationship by leaving the organization in a worse condition than when he/she first found them”. (Barbara Kellerman)

Barbara Kellerman analyzes Toxic/bad leadership into seven different types:

(1)Incompetent (2) Rigid (3) Intemperate (4) Callous (5) Corrupt (6) Insular (7) Evil.

Toxic leadership can effect organization in change implementation by following way:

1. Lack of definition of vision, strategy and business plan.
2. Inappropriate execution of the vision, plan strategy and business plan.
3. Lack of team building skills and business ethics.
4. Lack of sponsoring, supporting, measuring results.
5. Destruction of organizational culture, values and employees trust and confidence.

Read more: http://www.articlesbase.com/motivational-articles/the-art-of-managing-leadership-in-changing-environment-2911659.html#ixzz0v1KADDYT
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