Change and Leadership
Change and Leadership
The paper is intentioned to give a detailed analysis of change and leadership in various aspects and dimensions of life. In doing this, the paper discusses the definitions of change and leadership. Further, the paper provides a detailed analysis of change and leadership and the importance of change in leadership in achieving the desired results and goals of an organization.
Change is simply a shift from one thing to another. Change remains an important aspect in almost all dimensions of life. Therefore, change enables a person, a business, or an organization to remain relevant to the ever-changing tastes and demands of its clients. In this regard, change is important, as it equals rest (Mo & Goldblatt, 2010). Owing to the very competitive business environment, change must be a naturally occurring activity in all the growing businesses. The change will ensure the survival of a business hence the need for the leadership of the organization to ensure that their workers are empowered, flexible, and committed to the achievement of the organizational goal.
It should, however, be understood that change is not easily accepted in people’s lives. Accepting change means that one stops the usual way of doing things. For instance, a person who has been in any field for some time feels useful and overall. The person is usually in control of all the undertakings of the business, or organization. They will always resist change as another expert will occupy their positions. Therefore, leaders should help in ensuring that people accept change through changing their attitudes. The change ensures sustainability of any business in this advancing world regarding technology and many others. Each employee’s attitude towards change will produce a different response conditioned by feelings towards the change.
Leadership, on the other hand, is simply the process of social influence geared towards the achievement of the goals of an organization (Tracy, 2014). Leadership ensures maximization of the efforts of other people hence accelerating the achievement of a goal in an organization. Contrary to many scholars’ views, leadership is not related to seniority of a person in an organization. In other words, one does not become a leader after holding a senior rank in an organization rather, one becomes a leader from the small things he or she does in life. Therefore, leadership is the ability to empower others with the intentions of translating a vision into reality.
Leadership in its various forms helps achieve the desired results however long it may take. For instance, laissez-faire leadership style largely reduces the productivity of the employees needing supervision. In this regard, therefore, change of leadership remains mandatory for the realization of the organizational goals. Leaders need to be autocratic, in this situation, for the organization to achieve its goals. Employees should be supervised without involving them in decision-making. The change in leadership from laissez-faire to autocratic will only help empower employees who need supervision for them to become productive. Therefore, leaders should apply autocratic leadership sparingly as this may demotivate the intrinsically motivated and creative workers.
Change in leadership ensures the presence of peace within people. The presence of various styles of leadership provides a leader with varied options to choose in leading people. Therefore, a leader needs to integrate the many forms of leadership to achieve the desired results. Employees within any given organization have different backgrounds that need special attention for them to be productive (Payne & Anderson, 1991). In this regard, a leader needs to understand the background of each employee so that the leadership style used may help motivate the individual. When this is the case, the employee works smart thus realization of the goals of the organization. Therefore, leaders should be changing their leadership style from place to place and from time to time to achieve the desired results.
Change in leadership from laissez-faire and autocratic to democratic leadership helps accelerate the realization of the organizational goals and objectives. The Democratic leadership helps in boosting the morale of the employees as they feel part of the organization. When this is the case, employees put all their effort and creativity towards the realization of the desired goals (Elliott-Johns, 2015). Furthermore, democratic leadership helps in building teamwork among the employees and the leaders. Sharing of information and ideas in solving a problem is high thus increased productivity. Leaders should, therefore, consider being democratic for them to realize their goals and objectives within the estimated timelines.
Change, though avoided by many, should be accepted at all times. Leaders in their various organizations have the role of helping their employees accept change instead of denying it. Leaders should teach their employees, or subjects on the importance of change through changing their attitudes. For instance, employees should be interested in the new opportunities that will come with change rather than why change. Therefore, leaders should help their subjects learn the reasons behind the change and on what their contribution will be rather than how it will affect them. When this is the case, employees will feel part of the change thus change of attitude from avoidance to acceptance. The change means that a leader must be able to provide passion and a sturdy sense of tenacity of the change (Leonard, 2013). The leader, herein, must make the subject, or the employee be part of the change and give them authority and control to act upon change. The powers and authority ensure that power is shared hence they do not feel powerless. The empowerment helps to boost enthusiasm and hard work leading to increased productivity and achievement of the organizational goals.
Concisely, change and leadership are key elements for survival of any business, or organization, or an individual in this ever-changing environment. Businesses and organizations have to change and position themselves so that they are relevant to the demands of their customers at all times. The competitive world in all sectors always provides better options for the services, or goods of any business, or organization. Also, the customer is at liberty to choose the one he, or she considers as being better concerning varying tastes and preferences. Therefore, change in technology and leadership within and without the organization will help in strategically positioning the business to gain.
Elliott-Johns, S. (2015). Leadership for change in teacher education. Voices of Canadian Deans of Education. Retrieved from https://www.sensepublishers.com/media/2204-leadership-for-change-in-teacher-education.pdf
Leonard, H. (2013). The Wiley-Blackwell handbook of the psychology of leadership, change and organizational development. Hoboken, N. J: John Wiley & Sons.
Mo, Y., & Goldblatt, H. (2010). Change. Chicago: Seagull Books Publishers.
Payne, J., & Anderson, R. (1991). A change of course: The importance to DOD of international standards for electronic commerce. California: RAND Corporation.
Tracy, B. (2014). Leadership. New York: American Management Association.