The Making Of A Leader

Change happens in a business environment for a variety of reasons. Those reasons depend on both internal and external factors.

Businesses are facing a dichotomy between wanting to chalk out an all-time structure and strategy for their organization, and recognizing that their world is in a constant state of flux [3]. For most of the 20th century they were largely focused on the static elements of this dichotomy. However, in the last decade changes have become more frequent and more dramatic, so much so that a whole branch of management is now devoted to the subject of change itself.

Every person has a different definition of what makes a leader. Some feel a leader is inspirational, while others regard leadership as someone who can give criticism and make the tough decisions. Each definition is unique, and each is vague. This is why the definitions of leadership people use aren’t always accurate. Bolman and Deal, however, do an excellent job of presenting four frames of leadership people use to successfully—or unsuccessfully—support and lead a group of people. The four frames presented by the authors are: human resource, symbolic, structural, and political. The human resource frame is used by leaders to empathize with their followers, the symbolic frame is used to inspire and unite followers around a vision, the structural frame is used to emphasize the importance of a process, and the political frame establishes competition and focuses on creating allies.

Any business in today's fast-moving environment that is looking for the pace of change to slow is likely to be sorely disappointed. In fact, businesses should embrace change (Richards, 2012). Change is important for any organization because, without it, businesses would likely lose their competitive edge and fail to meet the needs of what most hope to be a growing base of loyal customers.

Change is inevitable. Changing is not always welcomed but it is necessary for organizations to maintain their place in the world. Successful organizations thrive because they have a vision, a mission

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

To me, leadership is more than a title. It is more than just being in charge. Leadership is honestly, learning, listening, and most importantly application. Leadership means going the extra mile or two, doing the right thing no matter who’s looking, staying encouraged and encouraging other even when times are hard and you have every reason to quit. Leadership doesn’t mean you’re rich, well known, liked, or respected but it does mean you are a passionate, caring, and authentic. Leadership means you care about something so much you are willing to risk everything you have for this belief or idea. Leadership is doing whatever you can in your power to make things better for those around you.

Change in a business is inevitable and typically only the strongest thrive. With a fluctuating economy and constant technological advancements, organizations are expected to adapt in order to survive. When a business is posed with an issue or change, it must develop new business and strategy structures and implements those developments throughout the entire company. Communication, education and participation are all required for a change model to be successful. Though change and adaptation may be needed to better the company, with implementation of change comes resistance. Most companies face resistance on an organizational and individual level during a transition. However, it is how the company is able to overcome

Tim M. and Timboon F. (2016)., Observed that change is truly in the present business environment and, if done well, it can assist grow the business. Employees today can see change as an opportunity rather than a threat.

Changes are necessary elements to everyday life which help us to learn and grow. For an organization it is very similar, and changes are often introduced to make processes run smoother. A lack of change could lead to an organization to stagnate and fall behind in competition. Most successful organizations go through some form of constant change in order stay ahead of competition and innovation. According to Dr. Judith Wright, obstacles and challenges are to be expected when a change initiative is proposed. However, we need to take charge and emphasize the purpose of the change in order to explain the risks and benefits (Dr. Jud Youtube). Dr. Wright further mentions that in order to steer towards success, it is often necessary to explore the unknown as it may lead to something fulfilling. In terms of an organization, it may mean motivating the labor force which leads to better work ethics and ultimately profit. It is important to mention that we should never try to make change for the sake of change, because a change without purpose will almost always fail causing a waste of valuable time and resources for an organization.

In today’s business industry, change has proven to be the one strategy that generates competition and productivity. With new emerging technologies, it is much easier to keep up-to-date with the new trends in the business world that creates the cutthroat competition putting pressure on every company to be the best. Almost every organization will have to go through an organizational change at some point to revaluate its performance and success, but also its position as a competitor in the business market to finds its strengths and more importantly weaknesses in order to plan and implement new ways of managing and performing in the organization.

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.

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.