Leadership Changes for Growth

Subject:

Purpose of this note is to inform the respected CEO of the company mentioned in the given scenario regarding issues associated with planned change in this business framework. The note is going to be written to highlight the influence of stakeholders on the decision of planned expansion of this given company and their reaction on overall planned approach. This note is to inform the CEO about the changes that need to be done in leadership approaches throughout the lifecycles of the given company. This note is to draw the attention of CEO regarding the impact of leadership approaches on company culture and how the changed leadership will use wide ranges of communication strategy to implement the planned changes into practices in effective manner.

Briefing:

Task1: Identify stakeholder’s influences their reaction on the planned change:

Stakeholders are the group or individual who influence the decision making as well activities of an organisation and have interest of the outcomes of its activities (Bolden et al. 2020). While it comes to plan an expansion for the given company, it is important to identify influences and reaction of its stakeholders on this planed change. Stakeholders of this company are:

Primary stakeholders: (They have direct influences on this planned change)

Employee

Customers

Investors

Suppliers

Communities

Secondary Stakeholders: (They indirectly influence or react on the overall planned change in this company)

Business partners,

Government

Regulatory bodies

Trade and industry group

Media

Competitors.

The planning for expansion in the given company will have mix reaction as well as influences of stakeholders in the overall change. As mentioned by Li et al. (2016), in terms of implementing any positive changes in a business, it is important for managers to determine the expected reaction of stakeholders on that decision, which assist the managers to take effective strategies for making relevant modification in the planning. Here the managers expect positive reaction from the employees in terms of implementing the planned change in its business framework. Positive reaction of employees is important to make their active involvement into strategies that are taken to implement the changes. As argued by Hussain et al. (2016), sometimes positive reaction is not gained from all staffs in an organisation while implementing any changes. In this situation, the mangers of the given company need to make effective communication with staffs who have negative reaction on this planned expansion to determine the reason behind their reaction. Here the manager of this company expect positive reaction from both the customers and community as the expansion can allow them to have wide ranges of bespoke goods which can bring opportunities to select the best one from many alternatives. As mentioned by Yang (2016), customer’s positive reaction is important for an organisation to implement a planned change into its framework. There may be mix reaction from investors, as some investors can disagree with the expansion process as they may think it can brings new market risk as well as financial burden on this company which make them compelled to invest more money, and other can give positive reaction as the are optimistic with the success associated with this planned change. The overall reaction of eth secondary stakeholders in thin planned change is highly unpredictable, where the government, media and regulatory bodies can appreciate the changes based on its optimistic viewpoint or they can make negative reaction by criticising the overall risk associated with this change.

Task 2: important changes in leadership approaches throughout the lifecycles of the company:

For implementation of the planned changes into business framework of this company, it is important to develop such leadership process that focuses on making positive transformation of professional skill, knowledge and efficiency of staffs in terms of assisting them to fulfil the goals associated with the planned changes. Here the company needs transformational leadership approach that would be highly relevant to ever-changing marker trend. As mentioned by Svendsen and Joensson (2016), transformation leadership approach is highly important in modern business landscape, in which organisational leaders consistently focuses on making positive transformation of professional and personal skill of workforces to enhance their productivity. For fulfilling the goals associated with this planned expansion, this company needs to use transformational leadership, which will allow organisational leaders to bring about innovative changes in business strategies and decision-making process. On the contrary Al-Ali et al. (2017) argued that, sometimes transformational leadership is irrelevant to organisational changes in which organisational leaders need to prioritise synergistic work process by strengthening the existing resources rather than transforming the entire work process to meet the target. In this company, transformational leadership can be modified by using existing business approaches and decisions along with the new strategies which will assist the workforce as well as managers to cope up with market risk by using the existing ideas and new marketing tactics.

Task 3: influences of changes leadership on company culture

Through using Transformational leadership approach, this company can not only enhance the professional ability of its staffs to implement the planned changes into its business framework, but also develop positive and supportive organisational culture. As mentioned by van Dierendonck and Sousa (2016), transformational leadership is associated with making synergistic environment within workplace. Here, the organisation leaders can allow staffs to share their decisions and viewpoint with their colleagues and higher officials while using transformational eldership approaches which assist organisational leaders to manage creative, supportive and positive work culture in the workplace. On the contrary Choromides (2018) argued that, transformational leadership process sometimes can develop conflict and disagreement between managers and staffs while implementing new thoughts and ideas in the team. Therefore, to avoid chances of any conflict in the work culture, organisational leaders and management team of this company will assure that, transformational leadership approach will be used in such manner in workforces which will allow staffs to respect each other views and decision in terms of conducting healthy and supportive work culture.

Task 4: process of using wide ranges of communication by management to support the delivery of proposed expansion:

The given company needs to conduct wide ranges communication process such as written, verbal and non-verbal which will assist the company to have transparent information delivery system in its workplace. As mentioned by Al-Ali et al. (2017) effective communication is important for implementing any positive changes in an organisation. Here in the given company, the workforce will use both verbal and non-verbal communication as per the needs in terms of maintaining clear interaction with one another. As argued by Choromides (2018) while it comes to implement positive change in an organisation, the management team needs to include also the written communication rather than using only verbal and non-verbal communication. In terms of achieving the target associated with this planned expansion, the given company will also use written communication, in which staffs are trained to make brief but authentic official document by using simple English and correct sentences to make any business-related documents such as audit documents and task related documents.

Summary:

From the overall discussion, it can be concluded that for implementing any changes effectively in an organisation, it needs to consider many aspects such as leadership approaches, stakeholder’s reaction on the change and communicational process. The management team of this given company needs to determine the issues associated with the planned changes and make right solution to implement the changes into business framework in effective manner.

Recommendation:

These are the recommendation regarding effective implementation of the planned changes in te given company:

The management team should conduct professional training and development programme for enhancing professional ability of staff to adapt with change

The HR department should to appoint high skilled mangers for the special team regarding implementing the change in effective manner

The marketing department should approach and convince investors to grab proper financial opportunity to fulfil the target associated with the planned change

Reference list:

Al-Ali, A.A., Singh, S.K., Al-Nahyan, M. and Sohal, A.S., 2017. Change management through leadership: the mediating role of organizational culture. International Journal of Organizational Analysis.

Bolden, R., Adelaine, A., Warren, S., Gulati, A., Conley, H. and Jarvis, C., 2020. Inclusion: The DNA of leadership and change.

Choromides, C., 2018. Leadership and change management: A cross-cultural perspective. International Journal of Entrepreneurial Behavior & Research.

Hussain, S.T., Lei, S., Akram, T., Haider, M.J., Hussain, S.H. and Ali, M., 2018. Kurt Lewin's change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), pp.123-127.

Li, M., Liu, W., Han, Y. and Zhang, P., 2016. Linking empowering leadership and change-oriented organizational citizenship behavior. Journal of Organizational Change Management.

Svendsen, M. and Joensson, T.S., 2016. Transformational leadership and change related voice behavior. Leadership & Organization Development Journal.

van Dierendonck, D. and Sousa, M., 2016. Finding meaning in highly uncertain situations: Servant leadership during change. Leadership lessons from compelling contexts, 8.

Yang, Y.F., 2016. Examining competing models of transformational leadership, leadership trust, change commitment, and job satisfaction. Psychological Reports, 119(1), pp.154-173.