Ldr 531 Implementing Leadership Change

Implementing a Leadership Change

LDR/531 Organizational Leadership Week 5

September 23, 2010

Implementing a Leadership Change

Implementing changes within an organization can be a very difficult task. Most organizational changes are not welcomed but are challenged by employees. Individuals resist change because it is not familiar and do not feel comfortable or safe. Of course, organizational changes are vital to the success of any company. Leaders that do not consistently implement changes in technology, systems, processes and staffing will not be able to compete in today’s landscape. One of the most noteworthy strengths of a successful leader is the ability to create a positive work environment. In a constructive work environment, employees are energized to do their best and free of avoidable disruptions. Organizational changes can be a simple process if the individuals initiating the change have the ability to motivate others and is trusted and respected in the workplace. Attempts to implement changes within an organization will more likely be successfully if the leaders instigating the changes understand the reasons for resistance to changes, sequential phases in the changes process, different types of change, and the importance of using appropriate models for understanding organizational problems (Yukl, 2006). It is common for individuals to refuse to accept changes. Some of the reasons individuals refuse to go along with changes are; they do not trust the person recommending the change, they don’t believe the change is needed, they believe the change is not realistic, they believe the change will impact their finances, they believe the cost of implementing the change is too high. Nevertheless, change is to be anticipated if organizations and leaders plan to thrive. The details and terms involve in implementing organizational changes should be clearly communicated with employees and stakeholders, cost efficient and should increase the...