Leadership & Change

1-change4iStock_000013075147SmallChange is nothing new and a simple fact of life. Some people actively thrive on new challenges and constant change, while others prefer the comfort of the status quo and strongly resist any change. It is all down to the personality of the individual and there is little management can do about resistance to change (Mullins 2010: 753).

Change is unavoidable in modern businesses. Change within organizations and markets can be driven by a number of factors, such as technological innovation, a changing legal environment, or evolving consumer tastes. it is important to garner buy-in from managers and front line employees in order to maximize the effectiveness of the change and the change process itself. Unfortunately this is not always easy to achieve. While some people in your organization are likely to welcome the change, most times there are at least a handful of key employees who will resist it. In this way, change can increase the productivity and satisfaction of some employees, while reducing the productivity and satisfaction of others.

Strategy-leadership-change_one-process9“Human beings have a habit of resisting change, even after change signifies development and growth. Why do employees resist change?

This is because of the fear of the unknown. That is, they feel worry about how the change will influence them with their job performance as well as their connection with other workers. A slight amount of nervousness is to be anticipated from many individuals when the status quo changes, purely since individuals need time to regulate their thinking, performance and social interactions to any changes.

Hence, opposition to change is unavoidable, managers must take into consideration to resistance as they plan to implement.

To effectively manage change, managers must recognize why a worker’s first response to a new proposal, for instance uneasiness and fear of the unknown, occasionally quickens into more unhelpful actions like decreased job performance. There is a lot management could do;

  • Management should be responsible to give advance information about the change
  • Management should entirely update affected staffs of the whys and wherefores behind the change.
  • Management should be there to clarify workers’ questions in relation to the changes.
  • Management must provide workers time to replicate on how the suggested change impacts them, the organization and their customers.

Manger’s roles to ensure change progresses

  • Understanding Change


Using the Lewin’s change management Model   which explains how you usually have to “breakdown” the present state of things in order to make improvements.

  • Planning Change


To make the changes McKinsey 7S Framework a famous tool which helps manager to understand the relationship between seven “hard” and “soft” aspects of organizations.

  • Implementing Change


With the Training Needs Assessment, management can use it to guaranteeing that the right individuals are given the right training at the right time.

  • Communicating Change


Stakeholder Analysis, this is a formal method management can use for categorizing, prioritizing and understanding the job’s stakeholders.

Change Management Models Managers should adapt..


Change management can be applied in many ways including the above mentioned but the one of the best model managers should apply would be Kotter’s 8-Step Change Model. This is the core set of change management actions that are essential to be done to influence change and make it stick in the long term.

BA-logoIn 1981, British Airways brought on board a new chair. When this chairperson started, he observed and realised the corporation was very ineffective in addition it was wasting a lot of valued resources. To make the company more productive, he chose to rebuild the whole organisation. He understood that the most ideal approach to do this was through a change management plan. Deliberately, the organization started reducing its workforce. In any case, before this was carried out, through his change management leadership, the chairman gave the organization the explanations behind the rebuilding and privatization of the organization to equip them for the approaching change. In this way, through leadership and communication, he engaged his organisation through a tough time that could have been awful without influential change management resistance communication (Faucheux 2013).


executive-professional-resume-writer-picIn 2007 Mike Green implied that useless management approaches can result to resistance to change to go faster. Studies have shown the need for corrective management action, such as providing sufficient information about transformation and being more open to employees with uncertainties. Managers must moreover tie the change to better patron service and ought to continually work to make a climate where the workforce are encouraged to learn innovative ideas and try them out (Green 2007).


Faucheux, M. (2013) Three Examples Of Successful Change Management Practices [online] available from <http://www.brighthubpm.com/change-management/55056-examples-of-change-management-plans-that-worked/&gt; [18 September 2014]

Green, M. (2007) Change Management Masterclass. 1st edn. London: Kogan Page

Ingram, D. (2014) What Are The Pros And Cons Of Change In A Business? [online] available from <http://smallbusiness.chron.com/pros-cons-change-business-433.html&gt; [18 September 2014]

Tools, M. (2014) Change Management: Making Organization Change Happen Effectively [online] available from <http://www.mindtools.com/pages/article/newPPM_87.htm&gt; [18 September 2014]


The leader in ME…

what type of leader are you? And how ready are you to lead others?


As I develop my leadership skills, I have faced some challenges and as well as get to know myself better through the challenges and a few questions always pop in to my head. What type of a leader am I? What leadership styles work best for me and people I lead?”

What type of leader am I?

Effective leaders are capable of inspiration others. Successful leaders are capable to achieve connections with others and create positive results. There are many types of Leaders but I have found it supportive to classify leaders into the following four types: Thought leaders, Inspirational leaders, Servant leaders, Courageous leaders (Magazine 2013). All these types of leaders achieve the same goals but do it differently.

Which type AM I?

From the experiences I have had working with different teams most of them being very diverse I have come to learn that I am a servant leader. Working with different people with different views and ways of doing things can be very stressful and challenging but as a servant spirited leader I managed and work very well with teams and achieve good results.

  • Servant Leaders


These are leader who care sincerely about individuals. They look for to eliminate the obstacles and problems that hold others back from accomplishing their full potential. Once in a team I had to struggle to make a situation in which the team can do their best work so as we could accomplish the work on time. As a servant leader I believe and lead using the Transformational leadership style (legacee 2014)

transformational_leadershipThis leadership style hinge on high levels of communication from leaders to meet objectives. As a leader in my team I sometimes had to motivate team members and enhance output and results through communication (Johnson 2014).


  • Max DePree


He was the CEO of Herman Miller office furniture corporation in 1980 till 1987. Max once stated, “The first responsibility of a leader is to define reality. The last is to say ‘thank you.’ In between, the leader is a servant.” As a leader he inspires me because of his believes of organisational. Max encouraged and compensated employee contribution.  Additionally he built work environment based on the grounds of trust and honesty. Throughout his leadership he understood that the private/public separation really did not mirror the person he wanted to be. He was the same man whether he was in board meetings, consulting or speaking in private (Beaton 2011).


Feedback from colleagues

Working in a team has played major role in helping me discover my leadership skills as well as my weaknesses. Strength and weaknesses were pointed out during team work and through them I am learning how to become a better leader today. For instance working in a team as a leader I have had a tendency of forgetting to appreciate and praise each team player which was sought of a  weakness as praising motivates people, also sometimes as a follower I felt happy when my work was praised. Moreover team members add on the fact I should build-up my confidence and communication skills to become a good leader as it is well known good leadership starts from communication and confidence. I learnt a lot more about my strengths which made me realise that I am a servant leader and motivator. My biggest strength so far is the ability to give team members support and application, I help and support decision other people make especially when I know that we as a team were on the right track of things. Furthermore I learnt that sincerity and honesty is a good strength as a leader, even when I did not realize it was a good thing it helped the team members as we worked together. Lastly another good feedback was the fact that I had good collaboration skills. All in all with a strong team I was in we all had a chance to learn so much and improve on the leadership skills for the best.great-leader

Areas of development to become a better LEADER

To guarantee my success to become a confident good leader there are a few more skills that I need to develop. The skills will help me when dealing with diverse groups of people; they will also help me to be more ethical and are particularly suitable to times of transformation and challenge. Throughout my course I will need to develop Strategic Thinking, Communication skills, Coaching and management skills. There are many other skills to be developed but step by step all will come into place.


Beaton, C. (2011) Why Max De Pree? | Max De Pree Center For Leadership [online] available from <http://depree.org/why-max-de-pree/&gt; [20 September 2014]

Johnson, R. (2014) 5 Different Types Of Leadership Styles [online] available from <http://smallbusiness.chron.com/5-different-types-leadership-styles-17584.html&gt; [9 September 2014]

legacee, (2014) Types Of Leadership Styles [online] available from <http://www.legacee.com/types-of-leadership-styles/&gt; [20 September 2014]

Magazine, T. (2013) Four Types Of Leaders [online] available from <http://www.trainingmag.com/four-types-leaders&gt; [12 September 2014]

Leadership & Management Styles & approaches

Which personal style should managers adopt to ensure success? What is the most effective approach to managing the work of subordinates? These questions have been extensively researched and debated over century, and while the general consensus has moved away from ‘command and control’ to management and leadership towards more consultative and participative approaches, there is no single ideal, as the best approach may vary according to circumstances and individual characteristics (CMI 2013).

Leadership_Skills_vs_Management-_SkillsThere is a lot of misunderstanding about the connection between leadership and management. Several people use the terms interchangeably whereas as others see them as different (Council 2011). Many articles propose that leadership and management are dissimilar but suggest inappropriate reasons, such as: leadership inspires, management plans; leaders ask queries, managers give instructions; etc. Nevertheless, the qualities frequently attributed to leadership can likewise apply to managers (Alliance 2012).

  • Leadership is setting a new direction or vision for a group that they follow, i.e. a leader is the spearhead for that new direction. WHERE Management is to controls or directs people/resources in a group according to principles or values that have been established.

For many years, there have being researches on leadership and management theories. With the theories, they have helped to better understand the differences and similarities of leadership and management.

leadership      Leadership Theories

Leadership theories are divided into four groups. Behavioural theories focus on a leader’s activities, such as whether to take a authoritarian or a team effort method to achieving organizational purposes. Contingency theories emphasis on the situation rather than the leading by predicting the leadership style that works best for the issue at hand. Trait theories claim that leaders share mutual characteristics and personal characteristics that form the basis of leadership. Power and influence theories observe several ways leaders use inspire and authority to get outcomes (Grace 2014).

management-word-cloud-19209387          Theory X-Y

Douglas McGregor a social psychologist explained X and Y management theory where Theory X adopts the strict view that people usually dislike working so they must be forced to work with punishment looming as the result for failing to meet the objective. It further explains that employees in fact prefer to be directed and lack drive. Theory Y adopts the participative management style, which functions on the evidence employees are intrinsically motivated to work if they find work satisfying. Giving employees a pleasant working environment, a leader makes it potential for them to learn new things, be creative, take accountability and become fruitful (Grace 2014).

Are there any similarities or  differences between Management & Leadership??


  • wheel-management-leadLeadership-and-ManagementBoth management and leadership concentrate on achieving the same goals of the organisation even though they do it differently.
  • They work with integrity and respect the employees work and achievements
  • Both of them work with discipline and ethics with the employees. They train workers to obey rules or a code of behaviour.
  • Lastly they are heard accountable for the results of their teams or overall work performance of the employees.


CE Leadership vs Managementleadership_quiz (1)











The most effective approach to managing the work of subordinates

Leadership-VideoIn my point of views the most effective approach to managing the work of subordinates is the contingency approach to leadership whereby personality and individual make up predict patterns of leadership and responses to given situations over time. Contingency approach is beneficial to organisations because of the potential for learning from specific situations and using these lessons to influence future management of the same or similar situations. The ability to adapt to external pressures and changes is also an advantage. Contingency approach may also produce more experienced leaders who are able to develop their skills in multiple areas (Vonderach 2014).


CMI stated in 2013; “There is no single ideal, as the best approach may vary according to circumstances and individual characteristics.

I agree to the statement made by CMI, The contingency theory stresses the significance of both the leader’s character and the situation in which that leader functions. Fiedler studied leaders in a range of contexts but regularly in military setting (Virkus 2009). They outline two styles of leadership:

  • Task motivated
  • Relationship motivated.

Task refers to task accomplishment, and relationship motivation refers to interpersonal relationships.


Fiedler measurements showed; the leaders scoring high on this scale are relationship motivated and those scoring low are tasking motivated. Essential to contingency theory is concept of the situation, which is categorized by three features:

  • Leader-member relations – related to overall atmosphere of the individual and the feelings such as belief, trustworthiness and self-confidence that the group has for its leader.
  • Task structure – is associated to task clarity and the means to task accomplishment.
  • The position power – relates to the amount of reward-punishment authority the leader has over members of the group

Examples of successful Leaders 

Nelson Mandela

Nelson Mandela was the first democratically elected President of South Africa. He was the leader and the face of the Anti- Apartheid movement and all through his life, he relentlessly fought against racial discrimination. For his actions, he served a long prison sentence but even that did not deter him. He came out as a hero and led the country into a free, equal future. His determination, focus and will-power were tremendous that even after serving almost 30 years in jail, he got out and worked again for what was right (Samat 2014).



Angela Ahrendts is a huge advocate of the power of positive energy and the benefits of team working. She believes in leading by example and being a role model for the values of an organisation. For example, she openly attributes much of Burberry’s success to chief creative officer Christopher Bailey, who will take over her CEO role. She believes in “over-communicating consistently” to create a united team around a shared goal and humility (Little 2013).



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Cohen, H. (2014) Benefits Of Leadership [online] available from <http://www.leadershipexpert.co.uk/benefits-leadership.html&gt; [5 September 2014]

Council, C. (2011) ‘Leadership And Management’. Cornwall Council

Duggan, T. (2014) How Organization Theories Explain The Dynamic Of The Diverse Workplace [online] available from <http://smallbusiness.chron.com/organization-theories-explain-dynamic-diverse-workplace-16662.html&gt; [1 September 2014]

Grace, N. (2014) The Theory & Practice Of Leadership And Management Styles [online] available from <http://smallbusiness.chron.com/theory-practice-leadership-management-styles-34147.html&gt; [6 September 2014]

Little, N. (2013) What Will Burberry CEO Angela Ahrendts Bring To Apple? [online] available from <http://www.theguardian.com/women-in-leadership/2013/oct/18/angela-ahrendts-burberry-apple&gt; [7 September 2014]

Samat, S. (2014) Top 15 Greatest Leaders Of All Time – Listovative [online] available from <http://listovative.com/top-15-greatest-history-leaders-of-all-time/&gt; [7 September 2014]

Sedlacek, H., Sapienza, A. and Eid, V. (n.d.) ‘Leadership And Management’. Ways to Successful Strategies in Drug Research and Development 127—143

Virkus, S. (2009) Contingency Theory [online] available from <http://www.tlu.ee/~sirvir/IKM/Leadership%20Models/contingency_theory.html&gt; [7 September 2014]

Vonderach, E. (2014) Contingency Approach Of Management: Definition, Example & Quiz Video – Lesson And Example | Education Portal [online] available from <http://education-portal.com/academy/lesson/contingency-approach-of-management-definition-example-quiz.html#lesson&gt; [7 September 2014]