Model Leadership Behavior During Organizational Change

Model Leadership Behavior during Organizational Change

Memorandum

To:     

From:

Date:

Subject:

Greetings 

Model Leadership Behavior during Organizational Change.

Model leadership behaviors are required during organizational change because employees learn through imitation. Corporate employees are an extension of rational human conduct, whereby followers learn from their leaders (Lewis, 2020). Most employees believe that the organization’s leaders reflect the organizational position; hence, they will get promotions and other benefits.

As leaders, you act as sponsors and advocates of our organization’s change proposals. In addition, you should be willing to go beyond your own to ensure the changes are implemented. Your attention is entirely fixated on the plans, so nothing will distract them unnoticed. Besides, as leaders, you should invest your political capital to ensure changes are successfully implemented.

Moreover, leaders are expected to act as role models during change implementation. Therefore, you should exhibit the desired attitudes and behaviors of the rest of the employees (Lewis, 2020). Followers monitor your actions as leaders and words to determine whether the changes will succeed.

Also, you play a critical decision-making role during change implementation. As leaders, you control strategic resources such as employees and budgets, influencing the initiative positively or negatively (Lewis, 2020). You are expected to leverage your powers to actualize change projects during this period. That includes aligning organizational policies and priorities in favor of the change process.

Leaders’ Role in Coaching and Mentoring Employees

Leaders perform a wide range of activities when coaching and mentoring employees. The top leading role of a leader during the coaching process is to justify the need for changes to the rest of the organization (Merrick, 2013). As leaders, you should explain the need for change, a vision for the future, the benefits of implementing change, and the likely misses of doing otherwise. Additionally, you should link different roles and the expected outcomes. That will help followers comprehend what is in it for them.

Successful coaching also calls for employees’ involvement in the change process. You should include as many employees as feasible to ensure they are first-hand in touch with the transformation journey. The employees should design training programs, train their colleagues, evaluate the agenda, and recommend the desired improvement (Merrick, 2013). That way, employees relate to the programs better.

Furthermore, creating an environment that encourages learning, sharing, and progressive improvement would be best. Also, you are expected to eliminate obstacles that may hinder the achievement of desired outcomes. Leaders’ role during a change process goes beyond a mere supervisory responsibility. At the end of every task, leaders should provide feedback and celebrate any successful aspects (Lewis, 2020).

Role of HR as a Facilitator of Change

The human resource department’s primary responsibility is hiring, training, and managing employees; hence, it plays a crucial role in the change management process. Therefore, we must ensure that the employees are well motivated to participate in the change process (Zuzevičiūtė & Teresevičienė, 2010).

We must bring people with the proper perspective into the company for that to occur. For instance, tech companies like Yahoo and Intel deliberately recruit people who can think no-linearly and unconventionally. Some companies like IBM and Fidelity have designated people managers to push organizational culture into employees (Cohen, 2016). Such managers rank as line managers, hence having the power to influence issues that impact employee performance positively. The bottom line is that the HR department of any organization is tasked with looking for people who can act as a catalyst for change while encouraging their colleagues to participate.

References

Cohen, D. (2016, September). What is HR’s Role in Managing Change? SHRM; SHRM. https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/pages/deb-cohen.aspx

Lewis. (2020). ORGANIZATIONAL CHANGE: creating change through strategic communication, second edition.

Merrick, L. (2013). How Coaching & Mentoring can Drive Success in your           Organization. Chronus Mentoring & Talent Development Solution.

Zuzevičiūtė, V., & Teresevičienė, M. (2010). The role of a human resource manager is to facilitate learning. Baltic Journal of Management, 5(1), 68–81. https://doi.org/10.1108/17465261011016568

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Your efforts at finalizing the Change Management toolkit are appreciated by the vice president (VP) and management team of the U.S. branch of the Singaporean software solutions provider. The earlier submissions you shared, including a change readiness report presentation on employee engagement and a report on change management models, have convinced leadership about your expertise in planning the required organizational change.

You also shared last week’s change management plan, which identifies stakeholders of significance, outlines strategic goals, and recommends steps and strategies to implement the required organizational changes. While the VP applauded the plan’s details, leadership team members have sent you questions about their role in change implementation.

As an experienced HR consultant, you decide it’s best to collate your responses to their queries. You sent a memo with some model leadership behaviors expected during change implementation. You will also emphasize that the leadership team needs to own the change management plan, and the role of HR is that of a facilitator rather than a leader of change.

Prompt

Write a memo to the company leadership. In your message, emphasize the need for model leadership behavior, especially during crises or significant change. Also, emphasize that the role of HR is that of a change facilitator, as opposed to a change leader.

Specifically, it would be best if you addressed the following criteria:

Describe the need for model leadership behavior during times of organizational change.

• What model leadership behaviors should be encouraged across the organization at any time?
• How should leaders inspire the workforce to cultivate an environment encouraging knowledge sharing?

Explain how leaders should coach and mentor employees as the workforce changes.

• How is a change leader different from a stakeholder of change?
• How can change leaders coach and mentor the workforce to deal with change?

Describe the role of HR as a facilitator of change.

• How correct is it to expect HR to lead rather than facilitate change?
• How exactly is a change facilitator different from a change leader?