Change Management is a key factor to propel businesses over the short term and/or long term. It is important to set a goal for any change. We provide consultations for change management initiatives.
To be able to implement leadership for change management, leadership needs to move from Transactional Leadership to Transformational Leadership. Below are the parameters as a critical analysis that define the two leadership styles.
- Emphasise work standards
- Task oriented aims
- Adherence to rules and regulations
- Timelines for task completion
- Driven by power-distance, control & authority behaviours
- Target & reward – achievement by transaction
- Reward on task completion intend change in performance
- Communal traits with inspirational values
- Nurturing and caring for stakeholders
- Consideration of followers – to achieve full potential
- Lead with encouragement and motivation
- Foster self-worth and self confidence
- Encourage team work through the communal way
- Development of subordinate skills
- Support in achievement of goals
- Obtain productivity & commitment of members
Transformational leadership is in which leadership requires to identify the needed change, create a vision through inspiration for guidance, and executing the change in tandem with all layers of the organisation. A leader facilitates individual growth and the growth of a business by achieving the following:
- demonstrates a zeal for their purpose
- practices their values consistently
- leads with head and heart
- establishes long-term relationships
- practices self-discipline to get results
- displays courage to do what’s right (not what’s easy)
- leads by example
- is consistently inspirational, motivational, and personal
- is audacious by setting direction and driving the vision
- changes mind-sets and thinks differently to move the needle
- leads by example and walks the talk
- constantly innovates, energizes, and influences self and teams
- listens, invests, and develops people as the future of a business while making the right choices
- mentors and encourages teams to deliver great things
- empowers people and gives them creative freedom
- inspires and shapes the behaviour of others
Answering pertinent questions would be the best practise for communicating a given change and still building positive relationships
- Is the change necessary?
- Is the change being introduced, the right change to make?
- Are key organizational members supportive of the change?
- Can I or we (the organizational members) successfully implement the change?
- What is in it for me or us if we change?