Leadership Strategies for Change: Achieving Success in an Organizational Transition - Essay Sample

Introduction

In every organization, there is usually a phase when the company goes through some change. The company's survival during such a stage will depend on the strategies in place to deal with the change taking place. The leadership in place in the organizations will also be crucial for them to undergo the change process. Leaders in the company will direct the teams towards the change which the organization is going through. For leaders to be effective, there are different theories which can be implemented. The theories act as a guideline as to how the organization is to operate during the change phase. The theories that an organization would use during a change phase can be integrated with the adaptive change theory that is commonly used in such situations. Based on the theories identified, an approach can be developed that suits organizations that go through a change phase.

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One of the theories that are suitable in change management of any organization is the contingency theory. The contingency theory of leadership is one which is based on the situation which an organization finds itself. One key aspect of the contingency theory of leadership is the behavior of leaders. The contingency theory of leadership entails that any leader's character is dependent on the situation in the organization. Based on the current situation in the organization, leaders can choose the style that most fits such a scenario (Vidal, Campdesuner, Rodriguez & Vivar, 2017). In an organization that is going through some changes, the same alteration should also be implemented in the leadership. The strategies and plans in place are based on the current state in the organization.

The contingency theory has some impact on organizations, especially those experiencing changes. One effect is that the theory enables decision making in change management processes in organizations. Contingency theory provides an avenue where leaders make decisions that guide the organizations. The decisions made will determine the success of the organization. The contingency theory allows for decision making that varies according to the situation at hand. The contingency leadership theory also provides specific solutions to certain hurdles (Houghton & Yoho, 2018). A leader preferring the contingency theory will apply specific expertise to deal with certain problems. The solutions can be applied in the change management process that organizations experience.

Another theory that comes into play during change management is the situational leadership theory. Just as the contingency theory, the situational theory enables leaders to apply the leadership style suitable according to the current state in the organization. The situational theory allows leaders to apply various leadership styles to motivate their employees according to the change that the organization is experiencing (Ghazzawi, Shoughari, & Osta 2017). The situational theory incorporates behavioral aspect as well as a commitment to work. The style of leadership that an organization decides to adopt during change management is reliant upon the characteristics of the employees or followers that a leader is trying to direct. Employees characteristics and behaviors will inform the leader as he or she will apply the appropriate style. In a situation where the employees have little knowledge or expertise, an authoritative style is required as all individuals will be looking up to the leader. In contrary to the authoritative style of leadership, a democratic style will be reliable in situations where employees have some expertise, and there is a need for cooperation.

Another important theory that can be applied in a change management process is the trait theory. The trait theory is based on some personalities that make leaders effective in directing employees towards achieving organizational objectives. There are different personalities that leaders must implement in various scenarios for them to be successful (Fleenor, 2006). Change management requires that those leading teams have specific personalities that make it easier for leaders to effect change. From the trait theory, one can be able to identify the traits that will be key for leaders in change management. Examples of personalities that will be required during a change management process include adaptivity and flexibility. Adaptivity and flexibility involve making decisions and acting according to the changes that take in an organizational setting. Being flexible will allow the leader to be successful even when there are changes in the organization. Another crucial trait that will benefit a leader during change management is creativity. Creative leaders provide solutions to unique situations. Solutions include designing plans and strategies that will benefit the organization as it goes through the change process.

Based on the theories identified, I can design my leadership style. The style that I design will incorporate the three theories that I discussed earlier. One important aspect is the approach that I will use in leading my followers. I prefer to use a democratic approach as it will involve every member actively participating in activities as well as the decision-making process. Having all members participate in the decision-making process will lead to quality decisions as well as motivate other members. From the trait theory perspective, there are some personalities that I deem will be crucial for my leadership style. Besides being flexible and creative, as mentioned earlier, other personalities that will be incorporated in the new leadership style are task competence, people skills, courageous, and the need for achievement. All these personalities have various impacts on the leadership style. For instance, people skills enable the leader to have an effective relationship with his or her followers and interact well with other people.

The leadership style developed need to be integrated with the adaptive approach. The adaptive leadership theory suggests that leaders more proactive than reactive. According to Vijay Govindarajan leaders "anticipate change, prepare for it, and often make change happen in the direction they want to go (2016)." Including the adaptive theory in the leadership style will be crucial, given the uncertainty in the business environment. The new style developed will enhance the effectiveness of any leader since they will anticipate any changes and deal with them effectively. There are also some aspects of the adaptive theory that one should consider in the new leadership style. Such aspects include having a different view of the challenges in the market. While others view challenges as hurdles, leaders who apply the adaptive theory see them as opportunities. Another aspect of the adaptive theory of leadership is that the leaders act courageously. Courage, in this case, refers to some of the decisions that leaders make. Acting courageous involves making decisions for the better future of the organization even if they don't seem valid at the moment.

Conclusion

In conclusion, certain situations require some styles of leadership that leaders will use to be successful. The success of such styles will depend on various factors, such as the theories that they follow. The leadership style developed focused on three main theories, which are contingency, situational, and trait theory. From the theories, some aspects are used to develop leadership styles such as the democratic approach in leading and particular personalities. The new leadership style will also incorporate some elements of the adaptive leadership theory.

References

Fleenor, J.W. (2006). Trait approach to leadership. Research Gate, 830-832.

Govindarajan, V. (2016). Adaptive leadership 101. Leader to Leader, 42-46.

Ghazzawi, K., Shoughari, R.E. & Osta, B.E. (2017). Situational leadership and its effectiveness in rising employee productivity: A study on North Lebanon Organization. Scientific and Academic Publishing, 7(3), 102-110.

Houghton, J.D. & Yoho, S.K. (2005). Toward a contingency model of leadership and psychological empowerment: When should self-leadership be encouraged? Journal of Leadership and Organizational Studies, 11(4), 65-83.

Vidal, G. G., Campdesuner, R. P., Rodriguez, A. S., & Vivar, R. M. (2017). Contingency theory to study leadership styles of small businesses owner-managers at Santo Domingo, Ecuador. International Journal of Engineering Business Management, 9. https://doi.org/10.1177/184797901774317