Change within organizations can take many forms and involves different types of organizational action. The pursuit of organizational change is usually connected in one way or another to the goal of improving performance and productivity. These ends can reach through various organizational change. Some of these changes are growth, modernization or improvement and development of skills; a reduction in the workforce or restructuring; through restructuring or changes; or a combination of these. The way in which the transformation takes place is the creation relies almost exclusively on leadership style and culture that exist in the company. This is one of the most important reasons that leadership is critical to the successful implementation of organizational change.
Leadership is a key element in a series of developments that organization vision, implementing change and guide employees are connected in a continuous process. Maintaining a culture change requires a type of constant effort and commitment that only leaders can properly manage. Especially in times of uncertainty and change, look Workers leader figures in the organization. Leaders are the key to a concrete vision for change, direct it and strengthen it at all levels. Without the vision and guidance of the leadership, productive change is not possible.
Another reason why leadership is so important to the process of transformation associated with the external environment. Leaders serve as a go-between between the internal and external environment. Just as the leaders do not exist in isolation, nor their organizations. Leaders must be in line with the external environment in which the role of the organization as well as its own internal environmental organization. In times of change, leaders mediating between the two to balance by ensuring that neither conflict with its counterpart. The effective change in any organization is reliant on proper handling of leadership is these environments and the ability to adapt the policy to changing circumstances.
The distinction must be made between the leaders of change and change agents. While the former usually hold senior and top management, the latter can be found at all levels within the organization. The successful implementation of change depends on the assumption that strong leaders want to cultivate and support change agents with training and development, and equally important – listen. Focus on developing and strengthening the change agents is a critical part of the change process that only leaders can complete.
The difficult process of change, be good leaders atmosphere of trust between themselves and their employees, thereby promoting the faith that things will get better. This makes dealing with radical changes easier on everyone. On the other hand, poor leadership creates hopelessness, which, if not properly addressed for the implementation of a change may eventually lead to failure to change.
Leadership entire life cycle planning process key to successfully achieve a healthy transformation.