C678 Stage 4

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By developing strategies to encourage the whole team's members to assume responsibility in their roles, at all levels employees need to be encouraged and supported to assist in decision-making processes. This is an approach to building team spirit and to motivate employees to exercise initiative throughout the workplace.
To lead continuous improvement you need to be able to identify areas in need of change, and then establish a sense of urgency that a change needs to take place and make others aware of the need for change. Once this has been established leaders can then scan the internal and external environment looking at competitive conditions such as market conditions, social, technological, profit and loss, business operations and other …show more content…

Transformation can be almost impossible unless the majority of people within the organisation are involved and willing to help.(Cengage Learning AUS, 2015)
Stage 5 involves empowering employees throughout the organisation to act on the vision. This means getting rid of obstacles to change, wich may require revising the systems, structures or procedures that undermine the change effort.(Cengage Learning AUS, 2015)
Stage 6 leaders generate short-term wins. Leaders should plan for visible performance improvements, enable them to happen and celebrate the employees who participated in the improvements. Major change can take some time, and a transformation effort will lose momentum if there are no short-term accomplishments that employees can recognise. A highly visible and successful short-term accomplishment will boost employees confidence and motivation towards process change. (Cengage Learning AUS, …show more content…

Leaders change systems, structures and policies that have not yet been confronted. They hire, promote and develop employees who can implement the vision for change. In addition, they revitalise the process with a new round of projects or change agents.(Cengage Learning AUS, 2015)
The last stage is the follow through stage it involves institutionalising the new approaches in the organisational culture. Old habits, values, traditions and mindsets are permanently replaced. New values and beliefs are instilled in the culture so that employees view the changes as a normal and integral part of the way the organisation operates, it also requires the developing of a means to ensure leadership development and succession so that new values and behaviours are carried forward to the next generation of leadership.(Cengage Learning AUS, 2015)
The management of continuous improvement and process thinking can make a difference in how organisations achieve goals, improvement and

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