Leadership Cange

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rship Change

Implementing Leadership Change

Darlene Wright

LDR/531

May 4th, 2010

Tarik Iles

Implementing Leadership Change

Guiding organizational change is an important and challenging leadership responsibility but if done effectively, often results in revitalization of an organization. The change process often involves resistance from some followers for several reasons including distrust of incumbent leaders, the perceived significant cost, diminished power and position, anxiety about personal failure, and others (Yukl, 2006). In the Gene One scenario, Don Ruiz, the Chief Executive Officer (CEO) of the company passed away, and the remaining leadership team is responsible for selecting a new CEO and continuing with the company’s objective of implementing a successful Initial Public Offering (IPO). To meet the objective, the leadership team needs to analyze leadership styles and team structures, and define the strategies that will allow Gene One to remain competitive and achieve the corporation’s vision.

Leadership Styles and Team Structure

Leadership styles and team structures can define the culture within an organization, sometimes to the organization’s success and sometimes to the organization’s demise. John Quincy Adams once stated, “If your actions inspire others to dream more, learn more, do more and become more, you are leader.” According to the Gene One simulation, Don Ruiz, Chief Executive Officer, demonstrated such actions. However, with Don’s recent passing, the leadership styles and structures at Gene One require the implementation of significant changes.

Gene One’s Executive Board consists of various individuals with different leadership styles. For example, Michelle Houghton’s (Chief Financial Officer) leadership style aligns more with employee-oriented or participative behavior. This type of leadership style emphasizes interpersonal relations and a personal interest in the needs of other employees (Robbins &...

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