Leadership Theories Behavioral Theory This theory focuses especially on what highly effective leaders do. This theory is often preferred by educators because behaviors can rather easily be seen and duplicated. The major criticisms are that it doesn't help leaders know when to use certain behaviors and to share their motives for using those behaviors.
Lead Leading Change -- Creating an Organization That Lives Change To effectively lead change, you must recognize that the phenomenon of "change" does not need managing as much as do the people involved with it.
By Chris Musselwhite There is a lot to learn about the human relationship to change. Just as the nature of change varies, so do the human responses and reactions to it. Some people seem confused and confounded by change and unpredictability, and do their best to avoid it.
Planned change occurs when deliberate decisions are made in an organization, while unplanned change is a result of unforeseen occurrences. Ironically, the layoff was a planned change for Cheapo. If you want to make change in an organization, all three dimensions require significant work. However, of the three, what has the biggest impact on the culture of an organization is the behavior of the leaders. Any time managers are going to implement organizational change, there is always a lag between the time the change has been discussed at the management level and the time the change .
Others find the prospect of uncertainty invigorating, often seeking out situations that promise opportunities for new adventures and exploration. You can see this difference in how people experience things in the way two people will describe the same event.
What is exciting to one may be a major crisis to another. The ancient Chinese seem to have understood this paradox of perspective well, as the character for the word crisis is a combination of the characters for the words danger and opportunity. Likewise, people relate to change in unique, varied, and sometimes unpredictable ways.
While people may feel differently about change in general, when it comes to change in the workplace, research shows that most people are open to it -- an astounding 78 percent in fact. The bad news is that most of those managers and executives don't know how to effectively lead others through that change.
The good news is, they and you can learn.
In fact, through increased awareness of your own and others' differing change styles and preferences, you can help your company do more than just handle change -- you can create an organization that lives it. Don't confuse change style with change competency Often the discussion on change revolves around simplistic ideologies that label some people as "pro-change" and others as "change resistors.
The problem with this thinking is that the people who frame these arguments have their own unique attitudes, beliefs and preferences about change. In other words, personal change styles are often confused with change competency.
Understanding change styles Research indicates that people have different habits and preferences when faced with change. If you can recognize these differences in yourself and others, and address them when communicating and implementing change, you are much more likely to face fewer misunderstandings, complaints and saboteurs along the way.
In the effort to help organizations recognize these differences, Discovery Learning Inc. Conservers, Pragmatists and Originators. On the far left side of the change preference continuum, you'll find the Conservers. Conservers prefer to work within the existing structure to create change incrementally.
When facing change, Conservers appear deliberate, disciplined and organized. They prefer change that maintains the current structure. They honor tradition and established practices and usually operate from conventional assumptions.
Conservers enjoy predictability so they may appear cautious and inflexible.Leadership is the action of leading people in an organization towards achieving goals. Leaders do this by influencing employee behaviors in several ways.
Leaders do this by influencing employee. Organizational Change: Models for Successfully Implementing Change Ashley May Calder Does it matter what change model is used to make a change in an organization?
If so, He feels that leadership needs to be leading the change. Changes in an organization can be made from the bottom up, but at some point, the key players-the.
Leading Organizational Change Learn powerful methods to revitalize your organization, to gain cooperation, to improve strategic thinking and creative problem solving, to boost performance, and to extract maximum benefit from new opportunities.
Strategic leadership is very core in the process of organizational change in order to embrace this change in a positive and rewarding way as well as preventing negative impact of change to the company.
How To Lead Change: 3 Simple StepsAn Overview on the Importance of ChangeIdentifying the Need for ChangeLeading ChangeManaging ChangeAlignment and Buy-in (9 more items). For an organizational change effort to succeed, leaders must understand motivation, context, receptivity, sequencing, and pace.
They must communicate effectively and pull the right levers at the right moment in a dynamic situation.