.....change management for any leader.The most important feature of change management for any leader is the alignment of company culture and its behaviors to suit desired outcomes. Therefore, change management depends on setting strategic goals and objectives first, and then managing change incrementally. As Jones, Aguirre & Calderone (2014) put it, "plans themselves do not capture value; value is realized only through the sustained, collective actions" of the organization's members. This is especially true in large organizations, but change management strategies and philosophies apply to organizations of all sizes and types.
When leaders are managing long-term major changes in their organization, they may need to keep in mind the four types of organizational change: scale, magnitude, duration, and strategic importance. The scale of the change determines whether it affects the entire organization or only one department. The magnitude of the change refers to the degree to which the change veers from the status quo, and in what way. The duration of the change could be short-term or long-term, and its strategic importance can be relatively small or it could also mean the life or death of the organization.
When a leader focuses on the alignment of culture with change outcomes, the steps in change management can be clarified. The change management team can work at the pragmatic issues like uncovering training needs, new systems, or new technologies. Every layer and element of the organization needs to work together on the change, because alignment is thorough. The leader has to identify conflicts and resistance to change early in the process to minimize problems and maximize the achievement of change goals.
2. Discuss the significance of employee involvement in the change process.
Even when the change occurs from the...
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This is significant, because the author cites studies that indicate how organizations that have a high degree of transformational leadership skills throughout each layer of their companies are much more adept at transforming all forms of knowledge into an ongoing competitive advantage and competitive strength. By making the commitment to an ongoing leadership development program, the author contends that a knowledge-based organization emerges that is capable of interpreting and
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