The Challenges Of Leading Through Change Essay

There are various reasons why leaders fail. It always depends upon the situation how the leader is acting and what is the need of the situation. In the context of the film various reasons why leaders fail are as follows:

Over the past twenty years, an abundant body of researches have been done to review transformational leadership and transactional leadership. Burn (1978) was the first person to introduce and conceptualize the concept of transformational leadership and transactional leadership. Bass (1985) based on Burn’s concept and deepen his notion with modifications, which stated that one of the best frameworks of leadership is transformational or transactional, but not opposing to each other. Followed by Bass and Avolio (1994), they provide the idea of these two leaderships and generalize them into the development of global economic world. Bass and Avolio (1997) also suggested that there was no need to view transformational and

Boseman, G. (2008). Effective Leadership in Changing World (pp. 36–38). Retrieved from the Walden Library databases.

The book The Heart of Change shows the practical side of the theories that are taught in the course textbook. It presents stories of successes and failures based in the application of concepts discussed in Organizational Behavior and Management and in class. Although we talked about several different concepts the ones that are evident in the examples in The Heart Of Change are the more progressive and individual centered approaches. The leadership characteristics that are important to successful change in an organization are those that are espoused in the transformational theory of management. It makes sense that ideals in line with the transformational management theory

Bass, B. M. (1990, Winter). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, pp. 19-31.

Process‐driven change seeks to create a context and environment in which employees at all levels of

Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.

it is supported by case studies that the linkage between inability of identifying of retail environmental changes and Zahra’s new rescue plan for David Jones failed because after the new rescue plan of Zahra, net profit and share price continued to decrease. Moreover, the case study said that ‘it may be a good five years before strategy can be assessed properly’ (Waddell Waddell, Cummings & Worley 2014).

Over the past twenty years, an abundant body of researches have been done to review transformational leadership and transactional leadership. Burn (1978) was the first person to introduce and conceptualize the concept of transformational leadership and transactional leadership. Bass (1985) based on Burn’s concept and deepened his notion with modifications, which stated that one of the best frameworks of leadership is transformational or transactional. Following Bass and Avolio (1994, p. 4) provided the idea of these two leaderships and generalized them into the development of global economic world. Bass and Avolio (1997) also suggested that there was no need to view transformational and transactional leadership as

Management and leadership are viewed as two different perspectives in the business environment. As described by Dr. Warren Bennis ‘Managers are people who do things right, while leaders are people who do the right thing’, this means that managers do things by the set rules and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company.

Change is when a person does not follow their everyday routine. They may want to try something different, or be forced to. Change can be for the good and the bad. Places can deal with change ranging from the weather, to the animals present, or the seasons changing. Also, objects can deal with change too. Objects like an iceberg can start to melt, or a forest fire can kill many trees in an area. As a human, we are the ones deciding on change. We are in a position to make big decisions and possibly even become a leader in order for change to happen. If one person starts to change, others will follow and hopefully, the change benefits all.

Centuries ago, a famous Greek philosopher, Heraclitus disputed conventional wisdom that things will always stay the same. Using the flow of the river as an example, Heraclitus describes the changes that were going on the time a fluid. He challenged the Greek leadership to acknowledge these changes or risk their global dominance. Two thousand years later, modern civilization is facing the same challenges. A rapid improvement in technology compounded with an increase in global competition has given rise to the emergence of change in most major industries. One industry were change has become inevitable is the health care industry. Today, there are increasing calls from management experts to a change the health care system to one that can

As defined by Katzenbach (1995), change leadership is “the process whereby individuals who lead initiatives that influence dozens to hundreds of others to perform differently—and better—by applying multiple leadership and change approaches.” Leadership alone is defined as setting a direction and developing the strategies necessary to move in that direction – that is, creating and achieving a vision – leadership is thus a process to do with change (Kotter 1999). Change leadership is critically important to the continuing success of organizations everywhere. Tennant Company understands and invests in change leadership by employing a Sr. Organization Development Manager named Annelise Larson, M.B.A. whose efforts includes setting direction, developing strategies, and leading initiatives through organizational change efforts. An interview was conducted with Annelise Larson to discuss and learn about her change leadership abilities. For the purposes of this paper, the interview questions will be shared, a summary will be provided, and five recommendations are made for Annelise Larson as a change leader.

Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

An article about leadership by Forbes magazine sums it up best by saying that leadership is simply “someone who has followers” (Frobes.com, 2013). The school subject is Innovations International Charter School of Nevada (IICSN), and in this facility there is only one administrator. This administrator will be referred to as Dr.M throughout this essay. In the following essay, leadership style and application will be addressed, as well as information on systematic change. Throughout this week, systematic change has been the topic of conversation, so in this essay, there will be a discussion as to