Change leadership is about the stages of change and the emotions linked with those phases that individuals must navigate when change is persistent. Change leadership needs leaders, and the organization as a whole, to address beliefs and mindsets and to develop the practices and behaviors that help people adapt to change. In contrast to change management which is an outside in process with a focus on structures, systems and processes change leadership is the inside out element of meeting the change challenge. It’s about enlisting people in change and keeping them committed throughout, in the face of uncertainties, fears, and distractions (David Dinwoodie, William Pasmore, Laura Quinn, and Ron Rabin, 2013)
Leadership won’t be inquired other than as interactive process. Leaders should have followers hence in order to know change leadership we need to discuss about followers. There are categories of responses to change inside any group impacted by a given change. There are early and late adopters. The early adopters are those who are able to cope with risk and uncertainty as well they are well organized and well-adjusted in the organization. (Colin A. Carnall, page 333-336)
The leadership and effective follow up need to change, be convinced, and understand the objectives of changing the effective leaders, and to understand the need for frequent change to increase performance. Change requires effective leadership, such as the perspective of our change. What or where we want to be in every change, it is important to guide the changes in our values and principles? How can we change in our strategies for change? How do we empower people to do something? And how do we impress, motivate and even inspire them to do something? Challenges that come more than ever require organizations, industries and communities that are change and keep changing. Changes may be planned, preventive and about the future, or maybe unplanned, reactive and adoptive. Leaders must create an environment that includes change, not a threat, but opportunity. (Emmanuel Y. Attah, 2017)
The change of leadership is about the stages of change and the emotions related with those stages that individuals have to navigate when the change is continuous. Leadership change needs that leaders and the organizations as entire address views and ways of rational and develop performs and behaviors that help individuals adapt to change. In contrast to the management of change, which is an outside in process with consideration on structures, systems and processes, change of leadership is inside out component to face the challenge. It is about recruiting employees in the change and require them engaged at all times, in the uncertainty environment, fears and disruptions. (David Dinwoodie, William Pasmore, Laura Quinn, and Ron Rabin, 2013)
Figures show the need to find leadership factor that can have a positive impact on the readiness of organizational change and the ability to create resilience and to find key leadership skills to guide successful change. When managing change in an organization, the role of the leader cannot be too great, they play a key role in creating an attractive work environment. Leaders should be able to build confidence in the organizations future, showing respect and recognition, and creating interesting and exiting jobs for individuals. Employees must have the confidence of the organizations leadership and future to be able to engage. (Wiley, 2009, 49-50) There are significant differences in the kind of change and type of organization that needs different leadership types. Organizations are subject to change, in terms of size, shape, structure and culture, are very different. (Al-Haddad & kotnour, 2015, 236)


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